Employer Terms
These terms apply to employers engaging our services or listing roles on our board. Where a signed engagement letter or service agreement conflicts with these terms, that agreement takes precedence.
Last updated: [date]
1. Services
Direct-hire recruitment, executive search, contract staffing, RPO, HR consulting, and job board listings. Each engagement is governed by a written proposal or agreement setting out scope, deliverables, fees, and timeline.
2. Fees
Contingency recruitment. A percentage of the placed candidate's first-year base salary, invoiced on the start date. No hire, no fee.
Retained search. A fixed fee invoiced in stages — on engagement, on shortlist delivery, and on placement.
Contract staffing. An hourly bill rate covering wages, employer payroll taxes, workers' compensation, unemployment insurance, applicable benefits, and margin. The breakdown is provided.
RPO and consulting. Per hire, monthly, or per project as agreed.
Job board listings. .
Rates and payment terms are stated in your agreement. .
3. Introductions and fees payable
A fee is payable where you engage a candidate we introduced, within the period stated in your agreement, in any capacity — permanent, contract, consultancy, or through a related entity.
Introduction means we first supplied that candidate's details to you for that or a related role. If a candidate was already known to you, tell us within of introduction with evidence, and no fee arises.
This clause exists because it is the most common source of dispute in recruitment, and stating it plainly serves both sides.
4. Replacement guarantee
If a permanent placement leaves or is terminated for cause within the guarantee period, we will conduct a replacement search at no additional fee, provided your account is settled and the departure is not due to redundancy, a material change to the role, or a change in your circumstances.
Guarantee period: . It is stated in your agreement, not described vaguely.
5. Off-limits
We will not approach your employees for the period stated in your agreement while we are actively engaged with you. .
6. Job board listing standards
We list roles that are real, currently open, and:
- Name the employer
- Publish a salary or hourly range
- State the work arrangement specifically
- Comply with equal opportunity and pay transparency law in the relevant jurisdiction
We will not list: commission-only roles described as salaried, roles requiring any payment from the candidate, roles without a named employer, multi-level marketing or business opportunities, or roles that are not currently open.
We may remove any listing that breaches these standards, and we may decline to work with employers who repeatedly submit non-compliant listings.
7. Your responsibilities
Accurate role information. Requirements, compensation, location, and arrangement.
Timely feedback. Searches move at the speed of your feedback, and delay is the largest single cause of losing candidates. See why candidates drop out at the final stage.
Lawful hiring practice. You are responsible for compliance with employment, anti-discrimination, pay transparency, and background check law in the jurisdictions where you hire. We are not your employment counsel.
Candidate confidentiality. Candidate information we supply is provided for assessing that candidate for that role. It may not be shared outside your organisation, retained for other purposes, or used to contact the candidate for unrelated roles without their consent.
8. Candidate data
Where we supply candidate personal information, you act as an independent controller of it and are responsible for handling it lawfully, including retention and deletion.
9. Our position
We are a recruitment and staffing firm. We are not your legal, tax, or HR compliance adviser, and our articles and guidance are general information rather than advice on your situation.
Hiring decisions are yours.
10. Liability
To the extent permitted by law, our liability in connection with an engagement is limited to the fees paid for that engagement. We are not liable for indirect or consequential losses, including losses arising from a candidate's performance or departure.
11. Governing law
The laws of [state], with the courts of [state] having jurisdiction. For broader reference, consult Cornell Legal Information Institute.