This version is not yet in force. It takes effect on November 7, 2026.
1. Portal and documents
FORCEFORE SRL, BE1002.643.270, Avenue de Maire 44, 7500 Tournai, Belgium, operates the portal for vacancies, candidate files, applications, recruitment steps and communications. Use the contact in your file or contact@forcefore.com for assistance.
These terms concern portal use. They are not an employment contract, offer of employment or adopted work regulations. The policy at https://jobs.forcefore.com/privacy explains personal-data processing. Vacancy information and individual documents describe any position and terms actually offered.
2. Candidate account
Use an email you control and protect your credentials. Do not pass verification, sign-in or interview links to others. Keep supplied information accurate; a correction can be requested when an error occurs. Honest mistakes are not automatically misconduct.
Access may be temporarily restricted for a concrete security or abuse risk. Report sign-in difficulty or suspected compromise promptly. We may verify ownership before recovery or disclosure. A protective access restriction is distinct from an assessment of suitability for a role.
3. Applications and files
Describe experience, qualifications, availability and relevant authorisations honestly. References and evidence can be examined in accordance with applicable law. Avoid unnecessary sensitive data, complete identity documents or unrelated third-party information.
You must be entitled to submit portfolios and other files. Submission permits review for recruitment; it does not transfer ownership of all your creations or permit unrelated commercial reuse. Avoid malicious files, inaccessible links and confidential information belonging to a previous employer.
4. Process and expectations
An application enables examination but does not guarantee an interview, favourable decision or universal response time. Questionnaires, supporting information and discussions may be requested according to the role and stage. Review must use relevant criteria and respect applicable non-discrimination rules.
A vacancy can be amended, suspended or closed. This does not establish a contract that has not been concluded or erase commitments actually made. Employment conditions, pay and a possible starting date must follow the appropriate information and agreements; an on-screen status is not a substitute.
5. Multiple applications
Several applications can be submitted before one reaches the stage that reserves processing to a single application. The first interview invitation for one application closes the other still-open applications with an “application in progress” reason and one explanatory communication. An already accepted application is not closed by this mechanism.
While an application is in progress at that stage, new applications are blocked and the reason is displayed. This is an organisational rule, not an automatic finding of unsuitability for every other role. Contact recruitment about an incorrect status or a requested change of priority.
6. Questionnaires and assistance tools
Structured forms, criteria and technical tools can organise information and assist review. Automatic administrative rules also handle events such as closing other applications after an interview invitation. Relevant processing is described in the recruitment privacy policy.
Do not treat an assistance tool alone as a final hiring or rejection decision. You can ask for a status explanation or correction of misunderstood information. Safeguards for solely automated decisions with significant effects remain applicable wherever required by law.
7. Interviews
Interview availability depends on completion of preceding steps and offered slots. If self-scheduling is available, choose from displayed times and check the time zone, location or video method. The system assigns an available interviewer according to recruitment organisation; a preference does not guarantee a particular person.
Use the indicated rescheduling or contact route promptly if unavailable. Changes or absence can affect the process calendar without justifying disproportionate inquiry into private life. Interview links are personal. Use of video software does not imply routine recording; any recording would require appropriate information and a legal basis.
8. Withdrawal and deletion
You can withdraw an application through available controls or recruitment contact. This stops its review, subject to necessary follow-up and lawful retention. It does not automatically erase every record associated with the application.
Candidate-account deletion uses the 30-day period described in the portal; signing back in during that period cancels scheduled deletion. Applications are withdrawn when deletion is requested. The privacy policy explains retained, deleted and anonymised categories. Legal rights can also be exercised by contacting FORCEFORE rather than using only interface controls.
9. Availability and authorised use
Maintenance, correction or protection can interrupt the portal. Contact recruitment if a fault affects a communicated deadline. Continuous availability is not guaranteed, but a technical failure must not be treated as proof of intentional abandonment.
Do not access another candidate’s file, impersonate others, extract data without authorisation, submit malware or interfere with operation. Report a flaw without exploiting other candidates’ information. Restrictions must remain proportionate and do not remove data-access or complaint rights.
10. Liability, law and changes
Each party remains responsible under applicable law. Rights and liabilities that cannot legally be excluded remain intact. Belgian law applies subject to mandatory provisions and jurisdiction rules, including those relevant to a candidate in another country.
The version, effective date and required notices identify changes. A revision does not retrospectively turn an application into an employment contract or consent to a new optional use of data. Contact recruitment or contact@forcefore.com with questions or disputes.