What we do
We introduce you to candidates who have agreed to be introduced. Candidates agree to appear in anonymised ("blind") shortlists when they join, and you can compare those profiles without seeing who the candidates are. When you choose someone from a shortlist, we ask that person again before revealing their identity to you. Only candidates who accept are revealed.
These terms are between you and [LEGAL ENTITY NAME] (company number [COMPANY NUMBER]). This page is a plain-English explanatory summary. If it differs from the binding terms document, the terms document prevails.
Our fee
If you employ a person we introduced, you pay 10% of their agreed gross first-year base salary, plus VAT. The fee is earned, and becomes payable, only on the day they start work. We track interviews and offers along the way, but none of them makes the fee owed. If the person never starts, no fee applies, however far the process got.
For engagements that are not permanent employment — contract, limited company, umbrella, via another agency, or part-time — the fee basis is to be confirmed. You must provide a copy of the offer letter on request. If the agreed salary is not disclosed, we calculate the fee from a reasonable market estimate for the role.
Protected introductions
Once we introduce a candidate, the introduction is protected for 12 months from the day their details are shared. If, within that period, you or a related company (a company in the same corporate group as you; exact definition to be confirmed) employs or engages them in any capacity, directly or indirectly (including through a third party), the fee applies. This covers any role at your organisation, not only the one they were introduced for, and applies whether you approach them yourself or they apply to you later.
If you identify a candidate from an anonymised profile on our platform, and you or a related company then approach, employ or engage them without a reveal through us, that counts as an introduction by us. It is protected, and the fee applies, for 12 months from the date you first viewed their anonymised profile.
People you already know
If you already had a real recruitment relationship with a candidate before we introduced them — meaning you had interviewed them, or were in documented, active discussions about a specific role, in the 6 months before our introduction — tell us within 72 hours of their details being shared and give evidence. We review each claim. Holding someone's details in an old record is not enough on its own. If we disagree with your claim, we will discuss it at director level within 14 days; anything still unresolved after that goes to the courts.
Keeping us informed
Record the offer, the candidate's acceptance, and their start date on the platform within 5 working days of each happening. We also ask candidates how things are going, and we look into any difference between the two accounts. If a hire isn't reported, the fee still applies, plus interest from the date it would otherwise have become due.
Guarantee
The guarantee applies if a person we introduced leaves within 12 weeks of their start date because they resign, or because you dismiss them for reasons of capability or conduct. You can then choose either a free replacement search — no further fee for the replacement hire, one replacement per placement, requested within a set number of weeks (to be confirmed) of the person leaving — or a rebate on a sliding scale: 100% in weeks 1–4, 50% in weeks 5–8, 25% in weeks 9–12.
The guarantee applies only if the original fee was paid on time and you tell us within 7 days of the person leaving. It does not apply to redundancy or restructuring, a material change to the role or pay, a breach by you or a constructive dismissal, a TUPE transfer, or a dismissal for any reason other than capability or conduct.
Shortlist Access
Once paid introductions open, we will ask for Shortlist Access of £500 per vacancy (whether this is inclusive or exclusive of VAT is to be confirmed). It is a prepayment, not a deposit, covering up to 3 candidate identity reveals for that vacancy, each only after the candidate has agreed.
If you hire someone we revealed, into that vacancy or any other role, £500 is credited in full against our fee. It is not an extra charge on top of it, and nothing is repaid, because the credit applies instead.
If no revealed candidate is hired, £500 is repaid in full, automatically, within 14 days of the earliest of: the vacancy being closed without a hire; the vacancy being filled by someone we did not reveal; any period of 180 consecutive days, starting on or after the first reveal, in which no interview, offer or acceptance is recorded for any revealed candidate; or 12 months passing after the first reveal, if it hasn't already been credited or repaid.
If we have repaid £500 and you later hire a revealed candidate within the 12-month protection period in section 3, the full fee applies with no credit. It is not switched on yet.
Candidate data
Once a candidate is revealed to you, you handle their details as an independent data controller. You may use them only to consider the candidate for roles at your organisation. You must not share their details onward, must delete them within a period we will confirm if they don't progress (except where you need to keep a record for an unresolved claim under section 4 or a fee dispute), must tell us promptly about any data breach involving their information, and must handle all candidate data in line with UK data protection law. The same rules apply to anything you learn about a candidate from an anonymised profile.
Other terms to be drafted
The binding terms document will also need clauses covering:
- Limitation of liability, and no warranty of candidate performance
- Payment terms (30 days proposed) and late payment interest
- Confidentiality
- Non-solicitation of our staff
- How changes to these terms apply to vacancies already in progress
- A warranty that whoever accepts these terms has authority to bind their company
- Entire agreement
- Third-party rights
- Governing law (England & Wales)