A candidate's informed consent for a recruiting firm to store and process their personal data for recruitment purposes: what is collected, why, who sees it, how long it is kept, and how to withdraw.
This form records a candidate's informed consent for a recruiting firm to store and process their personal data for recruitment. It explains, in plain language, what data is involved, what it is used for, who it is shared with, how long it is kept, and how consent can be withdrawn at any time.
The organization requesting this consent (the "Recruiter") is Recruiter firm name. Questions and requests about your data go to: Privacy contact.
The Recruiter does not ask you to provide sensitive personal data for recruitment, and you should not include it in your materials.
Your data is shared with prospective employers for opportunities you are considering, and with service providers the Recruiter uses to run its business (such as applicant tracking and e-signature tools) under contracts that protect your data. It is not sold, and it is not shared with anyone else unless the law requires it.
Your data is kept for Retention period from your last interaction with the Recruiter, then deleted or anonymized, unless the law requires keeping specific records longer or you renew your consent.
Candidate: ✍ Candidate signature Date: Candidate signature date
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Jurisdiction note
Data protection requirements vary significantly by jurisdiction: what counts as valid consent, whether consent is even the right legal basis for recruitment processing, retention limits, and candidate rights all differ under regimes such as the EU GDPR and similar laws elsewhere. Have local counsel confirm the right basis and adapt this form before use.
Not legal advice
This template is provided for general informational purposes only and is not legal advice. Laws differ by jurisdiction and change over time — have a qualified professional review any document before you rely on it.
A pre-submission verification checklist for recruiters: skills evidence, logistics, compensation alignment, motivation, and references — so every candidate you present survives client scrutiny.
Per-submission terms between a recruiter and a client for one named candidate: the ownership window, what triggers the fee, and confidentiality of the candidate's identity. Use it when there is no umbrella agreement in place.
A success-fee search agreement between a recruiting firm and a client covering the fee percentage, candidate ownership window, guarantee period, and replacement terms. Sign it before the first candidate is submitted.
A structured client intake form for opening a search: role context, must-haves versus nice-to-haves, compensation band, interview process, and who actually decides. Run it live with the hiring manager.
How a recruiter manages offer negotiation between client and candidate without losing either: pre-closing, presenting the offer, handling counters, and defusing the counteroffer at the current employer.
Standard replacement and refund guarantee language recruiters can attach to their agreements, with model clauses, a pro-rated refund schedule, and the exclusions that keep the guarantee fair.