Consultancy Agreement Template for Recruitment Businesses (UK 2025)
Last updated: February 2025
Why Recruitment Businesses Need a Consultancy Agreement
Recruitment consultancy agreements engage HR and talent advisory specialists for strategic hiring programme design, employer branding, assessment methodology development, and recruitment process outsourcing advisory. Unlike standard recruitment agency terms, these cover advisory work rather than direct candidate placement, typically advising on how the client should structure their own recruitment capabilities. The agreement must address the consultant's potential exposure to candidate data and the important distinction between advising on recruitment strategy and making actual placements.
Key Clauses for Recruitment
- Advisory scope covering recruitment strategy and process design
- Distinction between advisory services and direct candidate placement
- Candidate and employee data access and GDPR compliance
- Measurement framework for advisory engagement outcomes
Common Mistakes
- Not clearly distinguishing between strategic recruitment advisory and placement activity, which have different fee structures and regulatory implications
- Failing to address GDPR implications if the consultant accesses candidate or employee personal data during the engagement
Template Sections
- Advisory scope and placement distinction
- Data access and GDPR compliance provisions
- Outcome measurement and success criteria
FAQ
How does a recruitment consultancy agreement differ from recruitment agency terms?
A recruitment consultancy agreement covers strategic advisory services such as employer branding, assessment design, recruitment process optimisation, and talent strategy. The consultant is paid for their expertise and deliverables, not for placing candidates. Recruitment agency terms cover the introduction of specific candidates and the fee is contingent on a successful placement. Different commercial models, liabilities, and regulatory considerations apply to each.
Should a recruitment consultant have access to employee data?
Only if necessary for the advisory engagement, and with appropriate GDPR protections. A consultant reviewing recruitment processes may need access to anonymised hiring data. A consultant redesigning assessment centres may need access to job descriptions and competency frameworks. Define the specific data categories, require anonymisation where possible, and include data processing terms compliant with GDPR.
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Get Started FreeThis is guidance for UK businesses, not legal advice. Templates are illustrative. Consult a solicitor for complex matters.
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