Recruitment & Advice
Code of Ethics
A recruitment firm handles confidential information and evaluates job applications. It must therefore set forth, in writing, the rules by which it operates. That is the purpose of this code, and each rule protects a specific individual.
1. Professionalism
The Principle
We accept only assignments that fall within our area of expertise and that are entrusted to us on an exclusive basis.
Why exclusivity?
This is not a mere convenience clause. It is a direct consequence of how an assignment is conducted.
Our professional relationships with our clients are based on mutual trust. To ensure our assignments run smoothly, we need to share—and also request—a certain amount of confidential information from them.
The reasoning in a nutshell: mutual trust, therefore exchange of confidential information, therefore exclusivity is necessary.
We do not freely share sensitive information with a party who is also working with others on the same case. Exclusivity is what makes the exchange possible.
What exclusivity means in practice
| Situation | What Applies |
|---|---|
| An unsolicited application, whether external or internal, is submitted during an assignment | It is systematically brought to our attention so it can be evaluated and incorporated into our standard recruitment process, just like the candidates we present |
| The client recruits outside the scope of our assignment, after having entrusted it to us | The agreed-upon fees remain due |
| A candidate we have presented is hired for a position different from the one in the assignment | The process is considered a new search, resulting in additional fees |
| A candidate we have presented is hired in addition to the candidate initially selected | Same rule: new search, therefore additional fees |
The logic common to all four scenarios: any candidate who comes forward during the assignment is subject to the same process, and any hire resulting from our work is compensated accordingly. The rule is not intended to trap the client; it is there to ensure that the firm and the client are on the same page.
Acceptance
Receipt of our offer constitutes acceptance of these terms and conditions.
2. Code of Ethics
Only two rules, but each protects a different party.
| The rule | Who It Protects |
|---|---|
| We refrain from directly approaching employees of our client companies or businesses for two years following the completion of the last assignment carried out on their behalf | The client: We do not poach employees from those who have placed their trust in us |
| Our fees are paid entirely by employers. No compensation, commission, or payment may be requested from or received by job seekers | The Candidate: Job hunting is never something you have to pay for |
A rule every job seeker should know. If you’re asked for money to be introduced to an employer, you’re not dealing with a recruitment firm. Fees come from the company, never from the job seeker.
Why the first rule has a time limit. Without a limit, it would be unverifiable; without a sufficient duration, it would be worthless. Two years more than cover the period during which our knowledge of the client company remains fresh and useful.
3. Commitment
We are committed to carrying out the assignment entrusted to us until our client is satisfied, in accordance with the agreed-upon terms.
A short sentence, but one that shifts the focus: the commitment is not about the number of candidates presented, but about achieving a specific result. The placement guarantee (point 5) is the concrete expression of this commitment.
4. Transparency
It works both ways: toward the client and toward the candidate.
| Toward the client | Toward the job seeker |
|---|---|
| Any collaboration with a company in the same industry as an APPM client—and one that could be considered a competitor—is subject to the prior approval of the client in question | For every job opening—whether through an unsolicited application or in response to a job posting—each application is reviewed based on objective criteria, using an evaluation grid and comments, without favoritism or special treatment |
Note the symmetry. We do not conceal a potential conflict of interest from the client. We do not conceal the evaluation criteria from the candidate. In both cases, transparency specifically addresses what could skew the decision.
5. Re-employment Guarantee
The firm remains at the client’s disposal until the end of the recruited candidate’s probationary period.
How the guarantee works
| What Triggers It | What We Do | What the client is responsible for |
|---|---|---|
| If the hired candidate leaves the company within six months of being hired, for reasons that could call into question the quality of our service | We will resume the search for a new candidate at no additional charge | Only any additional expenses directly incurred in connection with this new search |
What this guarantee means: It commits the firm to the outcome, not just to presenting candidates. A hire that does not last six months is handled at our expense. This is the concrete benefit of the exclusivity required in Point 1: we ask for exclusivity, and we take responsibility for the outcome.
The essentials in 6 points
- Exclusivity: We accept assignments only within our area of expertise, and on an exclusive basis. This is what makes the exchange of confidential information possible.
- Any candidate who comes to light during an assignment is included in the process; a hire made outside the scope of an assignment still incurs the fees due.
- A two-year non-solicitation period regarding a client’s employees following the last assignment.
- No fees for the candidate: the fees are paid entirely by the employer.
- Objective criteria, evaluation grid, and feedback—no favoritism or special treatment.
- Six-month guarantee: if an employee leaves for reasons attributable to our service, we will initiate a new search at no additional fee.