Recruiting Partner Code of Conduct

Organization: Igzibo Engineering Solutions, Inc.
Version: 1.1
Status: Living policy
Effective Date: September 16, 2026
Owner: Igzibo Engineering Solutions, Inc.
Review Cycle: At least annually and after material changes to applicable law, client requirements, technology, or business operations.

1. Purpose

Establishes baseline conduct, privacy, accuracy, security, anti-discrimination, anti-corruption, and recordkeeping requirements for recruiting and staffing partners.

2. Scope

Employees, contractors, consultants, recruiters, staffing personnel, recruiting managers, and recruiting partners acting for Igzibo.

Definitions

Applicant: An individual who applies for a position or otherwise meets the applicable legal definition of an applicant. Candidate: An individual considered for an employment, contract, consulting, staffing, or other work opportunity. Client: An organization receiving services from Igzibo. Igzibo: Igzibo Engineering Solutions, Inc. Personal Information: Information that identifies, relates to, describes, or can reasonably be linked to an identifiable individual, as defined by applicable law. Recruiting Partner: A third party authorized to provide recruiting or staffing services to or for Igzibo.

3. Core Requirements

Recruiting must be accurate, professional, authorized, privacy-conscious, non-discriminatory, and consistent with client requirements.

4. Candidate Information

Collect only information reasonably necessary for recruiting. Do not request passwords, authentication codes, private keys, API keys, trade secrets, or unrelated confidential information.

5. Candidate Representation and Submission

Do not knowingly invent or alter qualifications, employment history, education, certifications, work authorization, or identity. Obtain required candidate authorization before submission and follow client submission rules.

6. Interviews, Screening, and Offers

Use legitimate job-related criteria. Follow applicable screening notices and authorization requirements. Do not make unauthorized promises about compensation, benefits, start dates, employment status, immigration, remote work, or contract duration.

7. AI and Automated Tools

Use only approved tools. Consider privacy, anti-discrimination, client restrictions, accuracy, security, and human oversight. AI output is not automatically a final employment decision.

8. Partners, Conflicts, and Compensation

Recruiting partners must follow applicable policies and contracts. Material conflicts must be disclosed. Fees, commissions, and referral payments must be authorized, documented, accurately recorded, and structured to avoid improper payments.

9. Privacy, Security, Records, and Escalation

Follow the Candidate and Applicant Privacy Notice, Privacy Notice, Data Classification and Handling Standard, and Identity and Access Management Standard. Promptly report discrimination, privacy incidents, unauthorized submissions, fraud, improper payments, and security incidents.

10. Exceptions and Enforcement

Exceptions require documented authorization and compliance with law and client requirements. Violations may result in corrective action, removal from recruiting duties, contractual remedies, or termination.

11. References and Research Basis

• U.S. Equal Employment Opportunity Commission, EEOC.
• Federal Trade Commission, Consumer Privacy guidance.

Specific recruiting requirements depend on jurisdiction, candidate status, role, and client requirements.

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