1.About StaffCover
StaffCover is a specialist recruitment, executive search and headhunting consultancy specialising in Luxury Hospitality, Private Members' Clubs and UHNW Private Clients.
StaffCover identifies, approaches, assesses and introduces candidates to clients for permanent employment and other agreed engagements.
The successful candidate is employed or engaged directly by the client. StaffCover does not employ, pay or supply candidates as temporary workers and is not a party to the employment contract or other agreement entered into between the client and candidate.
For the purposes of applicable UK recruitment legislation, permanent-placement and executive-search businesses may fall within the statutory definition of an employment agency.
2.Our Service
StaffCover provides a personal, discreet and relationship-led recruitment service. Our services may include:
- executive search and headhunting;
- identifying and approaching prospective candidates;
- advertising and promoting opportunities;
- reviewing CVs and professional backgrounds;
- interviewing and assessing candidates;
- presenting selected candidates to clients;
- arranging interviews, meetings, trials and assessments;
- obtaining professional references where agreed;
- assisting with communication and negotiations between clients and candidates; and
- supporting the recruitment process through to appointment.
3.Introductions
An Introduction occurs when StaffCover provides information to a client which identifies, or enables the client to identify, a candidate in connection with a potential engagement. This may include, without limitation:
- providing or forwarding a candidate's CV;
- providing a candidate profile or professional information;
- identifying a candidate by name;
- arranging an interview, meeting, telephone call, video call, trial or assessment;
- making a direct introduction between the client and candidate; or
- otherwise providing information which results in the client becoming aware of or engaging the candidate.
4.Recruitment Fees
StaffCover's recruitment fees are agreed individually with clients.
Unless otherwise agreed in writing, the recruitment fee will be calculated as the agreed percentage (%) of the candidate's applicable remuneration.
The precise percentage, method of calculation and any particular commercial arrangements will be confirmed in the applicable Client Terms of Business, engagement agreement or other written agreement between StaffCover and the client.
StaffCover does not publish a standard recruitment percentage on this website because fees may vary according to the nature, seniority, complexity and scale of the assignment.
5.When a Fee Becomes Payable
Where a candidate introduced by StaffCover accepts an offer of employment or other Engagement from a client, the applicable recruitment fee becomes payable in accordance with the Client Terms of Business.
Unless otherwise agreed in writing, StaffCover invoices upon the candidate's acceptance of the offer and payment is due within 30 days.
Where a candidate introduced by StaffCover is subsequently employed or engaged by the client in another position, at another establishment or in another capacity, the applicable recruitment fee may remain payable in accordance with the Client Terms of Business.
6.Previously Known Candidates
A client's prior knowledge of a candidate does not automatically invalidate an Introduction made by StaffCover.
Where a client believes that a candidate introduced by StaffCover was already actively known to, or already in an active recruitment process with, the client before StaffCover's Introduction, the client should notify StaffCover promptly and provide reasonable evidence of that existing active recruitment process.
Any entitlement to a recruitment fee will be determined in accordance with the applicable Client Terms of Business and the circumstances of the Introduction.
7.Direct or Subsequent Engagement
Clients must not seek to avoid an agreed recruitment fee by engaging an introduced candidate directly, through another recruitment provider, in a different position, at another establishment, or through another company or entity where the engagement results from StaffCover's Introduction.
Where an introduced candidate is subsequently engaged or re-engaged within the period specified in the applicable Client Terms of Business, a recruitment fee may become payable.
Detailed provisions concerning subsequent engagement, re-engagement, group companies and third-party referrals are governed by the applicable Client Terms of Business.
8.Three-Month Replacement Guarantee
StaffCover provides a three-month (13-week) replacement guarantee for qualifying permanent placements.
Where the employment of a candidate introduced by StaffCover terminates within the first 13 weeks, StaffCover will undertake one replacement search for the same or substantially similar position without charging an additional recruitment fee, subject to the applicable Client Terms of Business.
The replacement guarantee is available only where:
- the original StaffCover invoice has been paid in full within the agreed payment terms;
- the client notifies StaffCover promptly of the termination;
- the client has complied with the applicable Client Terms of Business;
- the position and its principal terms have not materially changed; and
- StaffCover is given a reasonable opportunity to conduct the replacement search.
9.Cancellation or Withdrawal of an Offer
Where a client makes an offer to a candidate introduced by StaffCover and subsequently withdraws that offer, any cancellation fee or other amount payable will be determined by the applicable Client Terms of Business.
10.Late Payment
Invoices must be paid within the payment period specified in the applicable Client Terms of Business.
Where payment becomes overdue, StaffCover reserves the right to charge interest and applicable recovery costs in accordance with the Client Terms of Business and/or applicable law.
Failure to pay an invoice within the agreed payment period may also result in the client losing entitlement to the StaffCover replacement guarantee.
11.Client Responsibilities
Clients are responsible for providing StaffCover with accurate and sufficiently detailed information concerning each vacancy. This should include, where applicable:
- identity and nature of the employing organisation;
- job title and responsibilities;
- place of work;
- proposed start date;
- working days and hours;
- remuneration and benefits;
- experience and qualifications required;
- known health and safety considerations;
- right-to-work or other legal requirements; and
- any other material terms or conditions relating to the position.
12.Candidate Suitability and Checks
StaffCover takes reasonable care when identifying and assessing candidates. However, the client remains responsible for satisfying itself as to the ultimate suitability of any candidate before employment or engagement.
Where appropriate, this may include verification of:
- identity;
- right to work;
- qualifications;
- professional memberships;
- employment history;
- references;
- driving licences;
- criminal-record or safeguarding requirements;
- visas or immigration status; and
- any other checks legally or reasonably required for the position.
13.References
Where StaffCover obtains references, they are obtained in good faith and for recruitment purposes.
References may contain information or opinions supplied by previous employers, managers or other third parties. StaffCover cannot guarantee that information supplied by a referee is complete, accurate or error-free and will not be responsible for inaccurate information supplied by a third party unless liability cannot lawfully be excluded.
Clients should undertake any additional verification they consider necessary before appointment.
14.Candidate Responsibilities
Candidates using StaffCover's services are expected to provide accurate and honest information regarding their professional background and circumstances. Candidates should provide accurate information concerning, where relevant:
- employment history;
- qualifications and experience;
- right to work;
- notice period;
- availability;
- remuneration expectations;
- references; and
- any other information material to the position.
15.Information About Opportunities
StaffCover takes reasonable care to ensure that information presented to candidates accurately reflects information provided by the client.
This may include information concerning salary, gratuities, bonuses, accommodation, benefits, working hours, holidays, progression opportunities and other employment conditions.
However, StaffCover is not the employing organisation. Unless expressly guaranteed by the employing client in an employment contract or other binding agreement, information concerning a position should not be interpreted as a contractual guarantee made by StaffCover.
Candidates are responsible for reviewing their final offer and employment contract and raising any questions concerning employment terms before accepting an appointment.
16.No Guarantee of Employment
Registration with StaffCover, submission of a CV, participation in an interview or communication with StaffCover does not guarantee an introduction to a client, an interview, an offer of employment or employment.
Likewise, StaffCover cannot guarantee that a candidate introduced to a client will remain available, attend an interview, accept an offer or remain employed for any particular period.
17.Confidentiality & Discretion
Confidentiality is particularly important to StaffCover because we work with luxury hospitality businesses, Private Members' Clubs, private households, estates, family offices and UHNW private clients.
Clients and candidates must treat confidential information received during a recruitment process appropriately. Confidential information may include:
- candidate CVs and profiles;
- references;
- remuneration information;
- client identities;
- private household or family information;
- addresses and property information;
- member or guest information;
- internal business information;
- vacancy information;
- Candidate Opportunity Guides; and
- other information identified as confidential or which would reasonably be understood to be confidential.
18.Candidate Information
Candidate CVs, profiles, references and other personal information supplied by StaffCover are provided to clients solely for legitimate recruitment purposes.
Clients must process candidate information lawfully and securely and must not use it for unrelated purposes.
Further information about how StaffCover processes personal information is contained in our Privacy Policy.
19.Intellectual Property
Unless otherwise stated, all original content created by or on behalf of StaffCover remains the intellectual property of StaffCover or the relevant rights holder. This includes, where applicable:
- StaffCover branding;
- website content;
- written recruitment materials;
- Candidate Opportunity Guides;
- role presentations;
- candidate profiles created by StaffCover;
- search materials;
- graphics and designs; and
- original written content and methodologies.
20.Website Use
The StaffCover website may be used only for lawful purposes. Users must not:
- attempt to gain unauthorised access to the website or its systems;
- knowingly introduce malicious software or harmful code;
- scrape or systematically extract StaffCover content or data without permission;
- submit information known to be false or misleading;
- impersonate another person or organisation;
- misuse candidate or client information;
- infringe StaffCover's intellectual property rights; or
- use the website in a way that breaches applicable law.
21.Third-Party Websites
StaffCover.uk may contain links to third-party websites or services. Links are provided for information and convenience and do not necessarily constitute endorsement.
StaffCover is not responsible for the availability, accuracy, content, security or privacy practices of third-party websites.
22.Professional Advice
Information provided by StaffCover is intended to facilitate recruitment and employment discussions.
StaffCover does not provide legal, immigration, tax, financial or other regulated professional advice. Clients and candidates should obtain appropriate independent professional advice where necessary.
23.Limitation of Liability
StaffCover will exercise reasonable care and skill when providing its recruitment services. However, StaffCover cannot guarantee the performance, conduct, honesty, suitability or continued employment of a candidate following appointment.
To the fullest extent permitted by law, StaffCover will not be liable for loss arising solely from:
- a client's decision to employ or reject a candidate;
- a candidate's decision to accept, reject or leave employment;
- the subsequent acts, omissions, conduct or performance of a candidate;
- inaccurate or incomplete information supplied by a client, candidate, referee or other third party;
- changes made by a client to the position after an Introduction;
- the withdrawal of an offer by a client;
- the withdrawal of a candidate from a recruitment process; or
- circumstances outside StaffCover's reasonable control.
24.Data Protection & Privacy
StaffCover processes personal information in connection with executive search, headhunting, recruitment and candidate introductions.
Personal information will be processed in accordance with applicable data-protection legislation and StaffCover's Privacy Policy. The Privacy Policy should be read alongside these Terms & Conditions.
25.Changes to These Terms
StaffCover may update these Terms & Conditions from time to time to reflect changes to our services, business practices or legal requirements.
The latest version will be published on StaffCover.uk together with the date it was last updated. Changes to these website Terms will not retrospectively alter separately agreed Client Terms of Business.
26.Governing Law & Jurisdiction
These Terms & Conditions and any dispute or claim arising from or in connection with them shall be governed by the laws of England and Wales.
Subject to any rights or jurisdiction which cannot lawfully be excluded, the courts of England and Wales shall have jurisdiction in relation to any dispute arising from these Terms.
27.Contact StaffCover
Questions concerning these Terms & Conditions may be directed to StaffCover.
