Recruiter Policy
Version 1.0, Published January 6, 2025
This Vendor Policy for Recruiters is designed to establish a clear framework for collaboration between recruiters and Dispel. The purpose of this policy is to ensure a productive, transparent, and equitable candidate experience while aligning recruitment efforts with Dispel’s hiring needs and standards. By outlining the terms and expectations, this policy supports both recruiters and Dispel in identifying and hiring top talent effectively.
This policy applies to all external recruiting agencies, vendors, and independent recruiters (“Recruiters”) engaged to support Dispel’s hiring efforts. Compliance with this policy is mandatory for all recruitment partnerships.
Key Guidelines
Authorized Collaboration
Recruiters must have a signed agreement with Dispel before submitting any candidate. Unauthorized submissions will not be considered, and Dispel will not be obligated to compensate the recruiter for such submissions.
Candidate Ownership and Submission Process
All candidates must be submitted through Dispel’s designated Applicant Tracking System (ATS) for proper documentation and tracking.
Dispel retains sole discretion in accepting or rejecting candidates submitted by recruiters. Only candidates expressly accepted by Dispel will be considered for further evaluation and interview.
Transparency and Communication
Recruiters are required to provide accurate and complete candidate information, including resumes, contact details, and any relevant screening notes.
Regular communication and updates about submitted candidates must occur in accordance with Dispel’s defined timelines and protocols.
Provide complete and accurate information on candidates' interviewing status at other firms.
Avoidance of Duplication
To avoid confusion and inefficiencies, recruiters must verify whether a candidate is already in Dispel’s hiring pipeline before submitting them. Any duplicate submissions will be handled according to Dispel’s internal policies.
Compliance with Equal Opportunity Standards
Recruiters must adhere to Dispel’s commitment to Equal Employment Opportunity (EEO) and ensure that no candidate is discriminated against based on race, color, religion, sex, sexual orientation, gender identity, national origin, age, disability, or any other protected characteristic.
Candidate Acceptance
For a candidate to be considered “accepted” by Dispel, the following conditions must be met:
A executed agreement must be in place between the Recruiter and Dispel.
The candidate must be submitted to Dispel's ATS. Recruiters agree they shall not email candidate resumes.
The candidate’s submission must be acknowledged and confirmed in writing by Dispel through the ATS.
Dispel will notify the recruiter if the submitted candidate has been officially moved forward for further stages in the hiring process.
Any candidates not explicitly accepted will be deemed as not under consideration, and Dispel will not owe a fee for these submissions.
Vendor Performance
Recruiters are expected to provide high-quality candidates who meet the qualifications and cultural fit for Dispel. Regular evaluations of recruiter performance will be conducted, and partnerships may be terminated if expectations are not consistently met.
Enforcement
Failure to comply with this policy may result in the termination of the recruiting partnership and the forfeiture of any fees for unauthorized submissions. Dispel reserves the right to modify this policy at its discretion.
Acknowledgment
All recruiters engaged with Dispel must review and acknowledge this policy before submitting candidates. By submitting any candidate to Dispel, the Recruiter acknowledges and agrees to this policy. Questions or clarifications about the policy should be directed to Dispel’s Talent Acquisition team.
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