Terms and Conditions

1. Introduction/Overview

• Brief introduction about the consultancy.
• Overview of services provided, such as recruitment, temporary staffing, permanent placement, etc.

2. Services Provided

• Details of the services offered by the consultancy, such as candidate sourcing, screening, recruitment, and selection.
• Scope of work (e.g., recruitment for specific industries, roles, or skill sets).

3. Obligations of the Consultancy

• Commitment to providing qualified and vetted candidates.
• Ensuring timely delivery of candidates to meet client’s requirements.
• Maintaining confidentiality and not disclosing client information to third parties.

4. Obligations of the Client

• Providing accurate job descriptions, job requirements, and company expectations.
• Prompt communication about interview results, candidate selection, and feedback.
• Ensuring proper onboarding and legal compliance for hired candidates.

5. Fees and Payment Terms

• Details of the fees charged by the consultancy (e.g., percentage of the candidate's salary, fixed fee).
• Payment terms (e.g., due upon candidate placement, installment payments).
• Additional charges for services like temporary staffing, executive search, or specialized recruitment.
• Any penalties for late payments or non-payment.

6. Candidate Guarantee/Replacement Policy

• If the candidate leaves the position within a certain period (e.g., 90 days), the consultancy may offer a free replacement or a refund.
• The terms and conditions regarding the guarantee period and replacement fees.

7. Confidentiality and Data Protection

• Agreement to protect sensitive information about both clients and candidates.
• The consultant’s responsibility to handle personal and professional data in compliance with applicable data protection laws (such as GDPR in Europe).

8. Termination Clause

• Conditions under which either party (client or consultancy) can terminate the agreement.
• Notice periods or penalties for early termination.
• Circumstances leading to termination (e.g., breach of contract, non-payment, non-performance).

9. Liability

• Limitation of liability for the consultancy (e.g., not responsible for any mistakes made by candidates after placement).
• Clarification on the consultancy's role in offering services but not guaranteeing job success for candidates.

10. Indemnification

• Client agrees to indemnify and hold the consultancy harmless from any legal claims arising from the client's use of the consultancy’s services or the employment of candidates.

11. Force Majeure

• Outlines the circumstances under which neither party will be held responsible for non-performance due to events outside their control (e.g., natural disasters, war, pandemic).

12. Dispute Resolution

• The procedures for resolving disputes, including mediation or arbitration.
• Jurisdiction (the country or region where legal matters will be settled).

13. Compliance with Laws

• The consultancy agrees to adhere to all relevant labor laws, recruitment guidelines, and industry regulations.
• Both parties agree to comply with applicable local and international laws.

14. Non-Solicitation Clause

• The client agrees not to directly hire candidates placed by the consultancy within a certain time period after placement (e.g., six months).
• The consultancy may impose a fee if the client hires the candidate within this period.

15. Amendments and Changes

• Terms and conditions for modifying the agreement (e.g., notice period, consent required from both parties for changes).

16. Duration of the Agreement

• The length of the agreement (fixed term, ongoing, or per project) and how it can be renewed or extended.

By having a clear, detailed set of terms and conditions, both the manpower consultancy and its clients can manage expectations and avoid potential disputes. It is always recommended that both parties review and agree to the terms in writing before entering into a business relationship.