Job Posting Guidelines

RetailHired is a job board dedicated to retail jobs in the United States. These guidelines explain what we expect from every listing on RetailHired, so that job seekers know what a listing should contain and employers can reach the right people. They work together with our Terms of Service. Please read both before you post. In these guidelines, "we" and "RetailHired" mean the operator identified in the Terms of Service.

RetailHired is a job advertising and career information platform. We are not the employer for any listing, we are not a staffing agency or recruiter, and we are not a party to any application, interview, offer, or hire. Those decisions belong to the employer and the candidate. We manually review every job submitted directly by an employer before it goes live. Imported listings and reports are handled as described in Imported listings and How moderation works. Review does not verify every detail. A listing's presence on RetailHired, including any logo or company name shown with it, is not an endorsement, verification, background check, or guarantee by RetailHired.

Who these guidelines apply to

These guidelines apply to employers and to anyone who posts on an employer's behalf, including staffing agencies, recruiters, and store or district managers. By posting a listing on RetailHired, you agree to follow these guidelines and the Terms of Service. If you post for someone else, you are responsible for making sure that business has authorized the posting and that the details you enter are correct.

If you are a staffing agency or recruiter, say so in the listing. Name the hiring employer, or state clearly that the employer is confidential.

You are responsible for the text and logos you upload. See the Terms of Service for the rights you grant RetailHired in your listing content.

Accuracy and authorization

Every listing must describe a real opening that you are authorized to fill or to advertise on the employer's behalf.

Use an accurate job title. Do not inflate a title to attract clicks.
Describe the actual duties, requirements, and schedule. If the role includes evenings, weekends, or holidays, say so.
Post only jobs located in the United States, or remote roles open to US workers.
State the real work location. RetailHired lets you mark a job as Remote, Hybrid, or Onsite. Choose the option that is true. The posting form selects Remote unless you change it, and most store roles are onsite, so check this field before you publish. A store job is not remote because the interview happens by phone.
Choose the job type that matches the role: Full-time, Part-time, Contract, Temporary, Volunteer, Internship, Apprentice, or Casual.
Update or close the listing when the role is filled or the details change.

Pay and benefits

Every employer post must state a pay range or rate. It must be pay you can honor. This is a RetailHired platform rule. It applies whether or not the law where the job is located requires it.

Label ranges honestly. A range should reflect what you would actually offer for this role. Do not pad a range with a high figure that no candidate will reach.
State whether pay is hourly or salaried, and whether commission, tips, or bonuses are included.
Describe benefits accurately. If a benefit applies only to some employees, such as full-time staff, say so.
Several states and cities require pay ranges in job postings. For example, Cleveland, Ohio requires pay ranges in covered job postings (since October 27, 2025), and Columbus, Ohio enforces its rule from January 1, 2027. You are responsible for complying with pay transparency and other employment laws where the job is located.

RetailHired does not add its own pay figures or estimates. Pay on an imported listing comes from the original public posting.

Application instructions

You choose how candidates apply. A listing can accept applications through RetailHired, which delivers them to your employer account, or it can link to your own website or application service.

Whichever option you choose, do not ask for any of the following as a condition of applying or before a conditional offer of employment:

payment of any kind, including fees for training, equipment, uniforms, or background checks;
bank account or payment card details;
Social Security numbers;
copies of identity documents such as a driver's license or passport.

Information needed after an offer, such as identity documents for employment eligibility verification or details for a lawful background check, must be requested by you directly and in line with applicable law, not through the listing.

Keep application steps simple and relevant to the job. If your application link leads somewhere other than an application for the listed role, the listing may be removed.

Lawful and fair hiring

Listings must not include discriminatory requirements or language. Do not state or imply a preference based on race, color, religion, sex, pregnancy, sexual orientation, gender identity, national origin, citizenship or immigration status, age, disability, genetic information, veteran or military status, or any other characteristic protected by the laws where you hire. Requirements should relate to the work. For example, a lifting requirement should reflect what the job actually involves.

RetailHired may be used only by people who are 18 or older, as the Terms of Service require. If a role is also open to workers under 18 through your own hiring channels, you are responsible for meeting child labor rules on hours, duties, and work permits.
Use Volunteer or Internship only where the arrangement is lawful for your organization under wage and hour law.
Do not impose blanket criminal history exclusions that violate applicable law or are not lawful and job related. Do not require U.S. citizenship or a particular immigration status unless required by applicable law, regulation, executive order or government contract. You may require valid authorization to work in the United States where permitted by law.

You are responsible for complying with the employment, wage, background check, and privacy laws that apply where you hire. This includes how you collect, use, and store information from applicants. Applications sent through RetailHired are shared with the employer who posted the listing, and that employer is responsible for handling them lawfully.

Prohibited postings

We do not allow the following on RetailHired:

scams, or any listing designed to obtain money or information from job seekers;
commission-only roles, and multi-level marketing recruitment presented as a job;
impersonation of another business, including using a brand name or logo you are not authorized to use;
misleading locations, such as listing a city where no work will take place;
listings whose real purpose is to collect personal data, build a mailing list, or send traffic to another site rather than to fill the advertised opening;
duplicate posts of the same opening at the same location; one listing per location is fine;
keyword-stuffed posts, or titles and descriptions packed with terms that do not describe the job.

Imported listings

Some listings are gathered from public job postings through a third-party job data provider. They say "Apply on employer website" and send applicants to the employer's own site. We do not receive those applications, and we do not rewrite the pay, location, or requirements of a listing we did not create.

Unless a listing says otherwise, RetailHired is not affiliated with or endorsed by the employers in imported listings, and those employers have not agreed to these guidelines. An imported listing may show "Listing checked" with a date. This means the employer's posting page was accessible on that date. It does not guarantee the job is still open or that the employer is accepting applications. We may remove listings we determine are closed.

If you are the employer and you want an imported listing about your company removed or corrected, contact us through /contact and tell us which listing you mean.

How moderation works

We manually review every job submitted directly by an employer before it goes live. Imported listings are handled as described in Imported listings, and reports as described below. We check for things like a real business, a real retail role, no fees charged to applicants, no commission-only or multi-level marketing roles, a working way to apply, and a stated pay range or rate. Review does not verify every detail and is not an endorsement. Here is what else we do:

We look into reports that reach us about a listing.
We may correct obvious formatting problems so that a listing displays correctly.
We may reject or remove a listing that does not meet these guidelines or the Terms of Service.
We may decline further listings from an employer that repeatedly or seriously breaks these guidelines.
We may also remove, decline, or limit a listing when we reasonably believe it is necessary to protect users or the platform, even if no specific guideline covers the situation.
If you have a question about a moderation decision, ask through the contact form and we will tell you the reason, unless doing so would compromise an investigation, another person's privacy or a legal obligation.

Our review of a listing or a report, or a decision to publish or leave a listing up, is not a determination that the listing or the employer is accurate or trustworthy.

Job seekers should read every listing with care. Our Job Seeker Safety page explains warning signs and how to report a listing.

Corrections and removal

To change or close a listing, sign in at /session/new or contact us through /contact.

Anyone can report a listing. Use the contact form. Begin your message with "Report a listing:" followed by the listing title or link, then tell us what is wrong so that we can look into it.

Pricing and posting terms

Paid services for employers are not offered today. If we introduce them, the price and terms will be shown before you buy. See /pricing to learn how posting works and how to contact us about posting a job.

Changes to these guidelines

We may update these guidelines. The version posted on this page applies to listings posted or edited after the change. Last updated: November 5, 2026.

Contact

Questions about these guidelines? Reach us through the contact form. For privacy requests, see our Privacy Policy.