General

1. All communications with candidates, clients, and other Propel Search Group companies are to be honest, truthful, and factual.
2. All laws and regulations relating to equal employment opportunity should be known and scrupulously observed.
3. The candidate’s employment background and qualifications should be presented accurately.
4. No promises will be made to candidates or clients that the promisor cannot or does not intend to keep.
5. Other Propel Search Group contractors should not be defamed or disparaged in communications with anyone.
6. Your credentials should not be misrepresented.

Candidate Relations

1. A candidate who is also considering an opportunity with another company should not be given false or misleading information about the other company to dissuade the candidate from accepting the position with the other company or to motivate the candidate to accept the position with your client.  It is also improper to give the other company false or misleading information about the candidate for the same purpose. There should be no attempt to manipulate a candidate.
2. Reference checks should not be conducted without the candidate’s permission.
3. Candidate information will be used only in connection with your activities relating to the possible placement of the candidate. Confidential information will be treated appropriately.
4. Presentations made to candidates about positions will be made from the best knowledge of the search consultant.
5. Candidates should not be involved in fee disputes other than to provide information, including testimony when necessary.
6. A candidate should not be encouraged to tender his or her resignation form the current position until the candidate has accepted a firm, unconditional offer from a prospective employer.
7. Resumes should never be sent without the candidate’s permission.
8. No fee should be shared with a candidate when doing so would violate applicable laws or regulations.
9. No fee should ever be charged to a candidate.

Client Relations

1. Client companies will be informed of your service charges before you accept an assignment.
2. An office should not recruit candidates from a company with which it has made a placement for a period of one year after the date of placement.  An office should never recruit a candidate from a client company where the office placed the candidate, either directly or indirectly through another office.  If such a candidate initiates a request to be placed elsewhere, you may discuss the reasons for the request in an attempt to resolve any problem between the candidate and the client.  If the problem cannot be resolved, the candidate should only be provided placement assistance after the candidate has provided you with a signed acknowledgement that the candidate initiated the contact and requested your services.
3. Unsolicited resumes should not be sent to prospective clients or other offices.  An unsolicited resume should be sent to an actual client only when the prior course of dealing with that client establishes that the receipt of such a resume will be welcomed.
4. The best interest of the client should guide your actions.  Confidential information will be treated appropriately.
5. All relevant reference information, favorable and unfavorable, should be shared with the client. Information protected from disclosure by law is not relevant.
6. Other associates and offices should not be disparaged in communications with clients.

Ethical Relations with other Recruiters

1. All communications between Propel Search Group Companies are to honest, truthful and factual.
2. The split rules should be honored both in practice and in spirit.  All agreements between consultants (including those not subject to the split Rules) should be honored in all respects, including particularly agreements relating to referrals.
3. All referrals of candidates and assignments are to be honored and respected.  No office is to engage in any action that is unfair or detrimental to the split system.
4. No split candidate or client information may be shared with another recruiter or office in any manner that could harm the referring consultant’s right to the agreed share of a fee.
5. If a check is received from a company by mistake on an invoice issued by another office, it should be immediately sent to the office that issued the invoice or returned to the issuer.  Such checks that do not bear the correct office name should never be deposited, even if you have a claim against the company for a fee.  All violations of this section should be brought to the attention of Propel Search Group immediately for investigation and review.
6. Information received from one consultant should not be revealed to another consultant. Information should be used only for the purpose of making the original placement.
7. Clients and candidates should not be involved in any split disputes, except for the solicitation of information and statements that may be relevant to the resolution of the dispute.
8. Each Propel Search Group Company should respect the contractual, statutory and common-law rights, which govern and protect the relationships between other Propel Search Group companies and the other company’s employees, if any.  When a consultant is approached by an employee of another Propel Search Group company about prospective employment, it is good practice to consult with the other company to make sure that the other company’s rights will not be violated.  Propel Search Group companies are encouraged to resolve such situations by agreement, including compensation when appropriate.
9. No job order or search assignment should be referred to another Propel Search Group company unless it exists and the client has agreed to payment of the service charge.
10. The confidences of other Propel Search Group companies should be respected, if not detrimental to the organization.
11. This Code of Ethics and its spirit should be shared with all Propel Search Group companies, including particularly new employees and new member companies.
12. Mediation is encouraged for resolution of all disputes, and arbitration if necessary. If there are conflicting claims by Propel Search Group members within the organization against the same client, an internal resolution of the dispute is encouraged.