Recruiter / Employer Hiring Policy

How Maplores Recruitment Support Works

Maplores helps employers and recruiters connect with suitable candidates for their hiring requirements.

Depending on the requirement, our support may include candidate sourcing, preliminary screening, profile sharing, interview coordination and hiring follow-up.

What We Need From the Employer

To source relevant candidates, employers should provide clear and accurate information about the vacancy.

• Position and department
• Job responsibilities
• Required qualification and experience
• Salary / Annual CTC
• Job location and work arrangement
• Number of vacancies
• Employment type
• Important skills or job requirements

If any important information changes, the employer should inform Maplores as early as reasonably possible.

Our Basic Hiring Process

Candidate Profiles & Prior Contact

Candidate profiles shared by Maplores are intended for consideration against the relevant hiring requirement.

If the employer has already been in contact with a candidate before Maplores introduced the candidate, the employer should inform Maplores promptly so that the recruitment history can be clarified.

An employer should not use another person, agency or channel simply to avoid an applicable recruitment fee for a candidate introduced by Maplores.

Employer Responsibilities

Employers are expected to:

• Provide accurate vacancy information.
• Maintain professional communication with candidates.
• Share interview schedules and changes in reasonable time.
• Inform Maplores about selection and rejection decisions.
• Inform Maplores when a selected candidate joins.
• Provide accurate offer and employment information.
• Maintain confidentiality of candidate information.
• Comply with applicable employment and workplace requirements.

Final Hiring Decision

Maplores assists with recruitment. The employer independently decides whether to interview, select or hire a candidate.

The employer is responsible for conducting any interview, background verification, reference check or other assessment that it considers appropriate or legally required.

Maplores does not guarantee candidate performance, retention or any particular employment outcome.

Recruitment & Placement Fee

The exact fee may vary depending on the role, hiring requirement, volume or other commercial terms agreed with the employer.

Unless otherwise agreed in writing, the applicable placement fee is payable within 15 days of the candidate's joining date.

Applicable GST or other statutory charges may be added where required by law.

Replacement Support

Subject to the applicable recruitment arrangement, Maplores may provide a replacement for a candidate who leaves within 3 months of joining.

• Replacement normally applies to the same position.
• The employer should inform Maplores promptly.
• Replacement depends on the availability of suitable candidates.
• Replacement does not automatically mean a refund.

Privacy & Confidentiality

Candidate resumes, contact details and other recruitment information should be treated as confidential.

Employers and recruiters should:

• Use candidate information only for legitimate recruitment purposes.
• Limit access to people who need the information.
• Take reasonable steps to protect candidate information.
• Avoid unauthorised sharing or disclosure.
• Handle personal information in accordance with applicable law.

Keeping the Recruitment Process Clear

Timely communication helps both employers and candidates have a smoother hiring experience.

Employers should keep Maplores informed about important recruitment updates, including interviews, selection, rejection, offer status, joining date and vacancy closure.

If a position is placed on hold, cancelled or materially changed, Maplores should be informed as soon as reasonably possible.

Fair & Responsible Recruitment

Employers should use genuine, job-related and lawful hiring requirements and should provide candidates with accurate information about the position.

Maplores may decline or pause a recruitment requirement where there are reasonable concerns about misleading information, unlawful requirements, misuse of candidate information or other serious recruitment concerns.

Specific Hiring Arrangements

This policy provides the general framework for Maplores recruitment services.

A specific quotation, proposal, recruitment agreement or written engagement may contain additional or different commercial terms for a particular hiring assignment.

Where a specific written agreement clearly covers a particular commercial matter, that agreement will apply to that matter to the extent permitted by applicable law.

Applicable Law

This policy is intended to operate in accordance with applicable laws of India.

Subject to applicable law and any specific written agreement between the parties, matters relating to the recruitment engagement shall be subject to the jurisdiction of the competent courts at Guwahati, Assam, India.

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