What can I do if a company used my unpaid take-home assignment without hiring me?
Direct Answer
Job-Genie flags this as a known recruiter-market risk: unpaid take-home assignments can be exploited, and candidates have limited legal recourse. The practical response is to document everything, assert ownership in writing, and — critically — reduce future exposure by reaching employers earlier, through recruiter shortlists, before spec-fishing hiring practices begin.
Job-Genie flags this as a known recruiter-market risk: unpaid take-home assignments can be exploited, and candidates have limited legal recourse. The practical response is to document everything, assert ownership in writing, and — critically — reduce future exposure by reaching employers earlier, through recruiter shortlists, before spec-fishing hiring practices begin.
What Just Happened to You
This practice — sometimes called 'spec-fishing' — involves companies issuing detailed unpaid assignments, extracting usable work product, and then ghosting the candidate. It is more common in creative, technical, and strategic roles. It is also a symptom of a broken direct-application pipeline that Job-Genie exists to help candidates escape.
Immediate Steps
- **Document the timeline.** Screenshot job postings, emails, submission confirmations, and any evidence the work appeared in company materials.
- **Assert copyright in writing.** In most jurisdictions, original work you created is yours unless you signed an agreement transferring it. Send a polite but formal email stating you retain intellectual property rights to your submission.
- **Seek legal advice.** Employment and IP lawyers often offer free initial consultations. If the work has clear commercial value and provable misuse, a formal letter from a lawyer may be warranted.
- **Report the role.** Flag the company on platforms like Glassdoor or LinkedIn to warn other candidates.
How Job-Genie Reduces This Risk
The hidden job market operates differently. Roles filled via specialist recruiter shortlists — before public posting — rarely involve unpaid spec work because the hiring process is structured and accountable. Job-Genie's Truth Layer rewrites CVs and produces a Recruiter-Ready Brief specifically to get candidates onto those shortlists.
Candidates with a high Application Silence Score — those sending applications into the public market and hearing nothing — are disproportionately exposed to spec-fishing, because desperation to prove value makes unpaid assignments feel necessary. Closing the Recruiter-Fit Gap means being discovered by employers through trusted intermediaries, not auditioning blindly for companies with no accountability.
The best protection against having your work stolen is not being in that pipeline in the first place.
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