Employer Job Posting Policy (Fraud Prevention & Posting Criteria)
Effective Date: January 1, 2026
Owner: Career Management - Ivey Business School
Applies To: All job opportunities promoted through Ivey Career Management’s job-posting channels/platforms, including any Ivey-hosted/managed boards/portals and related career-event post communications.
1) Purpose
Ivey Career Management supports Ivey students and alumni by facilitating access to legitimate job opportunities and promoting safe, reputable recruiting practices. This policy sets out employers’ requirements to post roles and explains how suspected fraudulent activity is handled.
2) Employer Requirements (what you must include)
All postings must comply with applicable laws and regulations in the jurisdiction where the role operates (full-time, part-time, contract, internship, or summer), including, but not limited to, non-discrimination, non-harassment, pay ranges, and respect for student privacy.
We understand that federally regulated industries and companies under 25 employees are not legally required to abide by these rules; however, we do encourage employers to follow these best practices whenever possible.
At a minimum, postings must include:
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Employer Identity: full legal/operating name and verifiable contact information (and website, if applicable).
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Role Details: clear job title, duties, required qualifications, job type, location/working arrangement, job type (e.g., full-time, part-time, internship), and application deadlines with submission methods (email, website, the Ivey Platform). Where applicable, postings should also disclose any third-party recruitment affiliations.
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Compensation: All positions must offer at least minimum wage in the jurisdiction of employment and must clearly state the compensation structure for the position (e.g., hourly, salary, base plus variable compensation, etc.). We are only able to promote unpaid roles to select programs that require internships for academic credit. Contact our team for more information.
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Role Suitability: Positions must utilize students’ skills gained from their Ivey Business School degree.
3) Prohibited Postings and Recruiting Practices
Ivey Career Management reserves the right to refuse to post or remove a posting that is deemed unsafe, misleading, or inconsistent with this policy and any other professional recruiting standards, including but not limited to:
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Any request for money/fees, gift cards, cryptocurrency, or payment to apply, interview, receive an offer, or start work
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Requests for sensitive personal/financial information early in the recruitment process (e.g., SIN, banking information, passport details, credit card information)
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Impersonation of an organization, recruiter, or Ivey/Western representative
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Materially false or misleading claims about employer identity, pay, location, duties, or employment terms
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Pressure tactics, threats, secrecy requirements, or unusually urgent demands
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Suspicious/unaligned contact details (e.g., lookalike domains) or unverifiable employer identity
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“Money movement” arrangements (e.g., deposit cheques and forward funds), reshipping schemes, or similar
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Multi-level marketing, commission-only sales, or opportunities requiring personal financial investment
4) Complaints, Investigations and Enforcement
Ivey does not continuously monitor employers’ recruiting practices outside Ivey-managed systems. If a concern or complaint is received, Ivey Career Management may:
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Review and document the report and any available information
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Contact the employer/recruiter for verification
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Temporarily hide/suspend or permanently remove a posting
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Restrict, suspend, or permanently ban an employer/recruiter from Ivey platforms
5) Reporting Concerns
Students, alumni, and Ivey staff and faculty are directed to report suspicious postings or recruiting activities to Ivey Career Management at cmgmt@ivey.ca.
Reports can include the posting link, job title, employer name, brief description of the concern, and screenshots of any images or messages that may be considered helpful.
6) Privacy and Records
Ivey handles reports on a need-to-know basis. Relevant details may be shared with the employer/recruiter for verification or with internal institutional partners where appropriate. Reporters’ identities will not be shared unless required by law or necessary to address an immediate safety risk.
For more details, refer to the Ontario Government requirements