1. Scope of services: This is for executive search services as detailed below. This does not apply to the retainer executive search services or any other kind of executive search services Details:
   The Service Provider will provide consultation service to resource and recruit suitably experienced candidates to “Company name and address” as per details and selection criteria specified by “Company name and address” doing so it will ensure that the candidate has a basic understanding of the position and meets the requirement and standards by thorough screening of the candidate’s professional background and personal interest to the opening.
2. Start of services: Search services will be construed as starting on the receipt of receiving of the mandate by the Service Provider or intimation by “Company name and address” to start the work.
3. Concurrence: The Service Provider will obtain concurrence from all the prospective candidates about his/her interest in “Company name and address”and the position that was described him by the Service Provider. Any known potential sources of conflict will be made known to the “Company name and address” the Service Provider and waiver sought and obtained before the introduction.
4. Permission: The Service Provider will ensure that, without prior written consent it will not use the name of in any advertising or publicity release. However, for specific requirements, the name of “Company name and address” and details of the job could be disclosed during Service Provider’s personal meetings with such candidates.
5. Information: The Service Provider will ensure that it provides correct information about the candidate from time to time and will not misrepresent any facts.
6. Co-ordination: The Service Provider will stay in close contact with the human resource department and/ or the functional head(s) and/ or any other functionary, either nominated or responsible for recruitment in “Company name and address” for the conduction of the entire selection process so as to close the position as soon as possible. On being requisitioned to search for a candidate, it is expected that the Service Provider will revert to within 7 days from receiving details about the position.
7. Confidentiality:
   • The Service Provider shall keep confidential and not, directly or indirectly, use, divulge, disclose, or deliver to any person except as authorized or required by its duties, or by law, any term in this Agreement or any information acquired by it in the course of the recruitment process or otherwise in its performance of this Agreement and which:

1. The Service Provider shall use its best endeavors to prevent the publication or disclosure of any trade secret or know-how of “Company name and address” or confidential information concerning the affairs or business or the finance of or any of its related companies or of any person or company with whom“Company name and address” may deal.
2. The restrictions in this Clause shall continue to apply after the termination of this Agreement hereunder without limit in time but shall cease to apply to information or knowledge which may come into the public domain other than by breach of these provisions. The Service Provider acknowledges that any unauthorized use or disclosure of the confidential information may cause irreparable damage “Company name and address” and their respective affiliates/business associates. If an unauthorized use or disclosure occurs, the Service Provider will immediately notify “Company name and address” and take, at the Service Provider’s expense, all steps which may be available to recover the confidential information and to prevent its subsequent unauthorized use or dissemination.
3. Gravity Fitness keeps the terms and conditions of this Agreement Confidential and does not reveal it to anyone, who is not legally a part of the “Company name and address” will be shared within the Company on a need-to-know basis only.
4. Free replacement: In the event that the candidate voluntarily terminates employment with within 3 months from the date of joining, Service Provider will provide a free replacement IMMEDIATELY.
5. No poaching: The Service Provider will not solicit or endeavor to entice away, in any manner whatsoever, any of the “Company name and address” employees for any employment opportunities. If there is a breach of trust, the contract will be terminated and all impending payments will be stopped.
6. Credit for introduction: In case the same candidate has been referred to your company through another recruitment firm, the firm who sent the profile first will be given the credit of placement and this will be communicated to both firms.

• TERMS AND CONDITIONS
  This is a legally binding document outlining the working relationship between HERIJOBS PLACEMENT SERVICES and your firm.
  
  PROFESSIONAL FEES: FOR RECRUITMENT OF CANDIDATES
  Placement Charges will be 8.33%* of the selected candidate’s gross annual income* for junior-level positions (up to the level of Assistant and Executive level.)
  10% of the selected candidate’s gross annual income* for senior level (From the level of Manager & above.)
• PLACEMENT SERVICES will be a one-time flat rate of 8.33%* of the annual cost of the company, indicated in the offer letter to the recruited candidate including salary, allowance, benefits, transportation, and perquisites such as LTA, Bonus, and Medical, etc.
• Depending upon the volume of the business the placement services charges can be negotiated

SERVICE GUARANTEE
Free substitution of personnel once registered, within Three months of employment if he/ she leaves the job.

PROCEDURE OF PAYMENT
Once the candidate joins the duty, an invoice will be raised in the name of firm. Your firm has to release the payment immediately after receiving the invoice subject to the candidate having joined the duty. The cheques should be made in favour of “Herijobs placement Services” only.

“Herijobs placement Services” does not take responsibility of any activity of the candidate during pre or post-employment. Employer will not hold “Herijobs placement Services” responsible for any deeds or misdeeds of the employee. It is the total responsibility and discretion of employer to appoint or remove the candidate at their will.