1. Framework, scope and precedence
The SIAGIS Master Terms and Conditions apply to all SIAGIS departments and digital services. This addendum governs SIAGIS recruitment and career services, websites, portals, communications, documents, integrations and the SIAGIS Applicant Tracking System (collectively, the “Recruitment Services”). “User” means every person accessing a Recruitment Service. A User acting for a company confirms authority to act for and, when accepting contractual terms, bind that organisation.
A signed service agreement, proposal, quotation, employment agreement, assignment letter or statement of work prevails on an expressly inconsistent commercial or employment matter. This addendum prevails over the Master Terms only for a direct conflict concerning the Recruitment Services. Mandatory law always applies. Registration or submission does not oblige SIAGIS to accept a company, candidate, requirement, assignment or placement.
2. Users covered
These Terms apply to candidates and applicants; employees, contractors, placed and offshore personnel; company owners, hiring managers and representatives; recruiters and recruitment agencies; SIAGIS recruiters, managers and administrators; referees, interviewers and other authorised users. Role-specific permissions and duties apply in addition to the common rules.
3. Recruitment services
SIAGIS may provide permanent, contractual, placement and offshore recruitment; sourcing, screening, shortlisting and candidate presentation; interview and onboarding coordination; mobilisation and demobilisation; document, timesheet and placement administration; and agreed integrations with Microsoft 365, SharePoint, Teams, Outlook, Dolibarr and related systems.
Recruiter approval is required before a client requirement becomes public. Additional payroll, sponsorship, manpower supply, immigration, medical, insurance, travel, accommodation, timesheet, invoicing or payment services are subject to the applicable written agreement and mandatory licensing requirements.
4. Common user duties
Every User must provide accurate, current and lawfully obtained information; use the Services only for legitimate recruitment or assignment purposes; respect confidentiality and intellectual property; protect verification codes and account access; promptly report security concerns and material changes; and comply with employment, immigration, safety, equality, anti-bribery, sanctions, tax and data-protection obligations applicable to their role.
Users must not impersonate another person, falsify qualifications or records, scrape or resell data, bypass access controls, introduce malicious code, harass others, make discriminatory or unlawful requests, or use candidate or company information outside an authorised recruitment process.
5. Candidates and personnel
A candidate retains one profile and may maintain multiple CVs, selecting the appropriate CV for an application or authorised submission. The candidate confirms that profile, availability, work history, qualifications, certifications, identity and compensation information are accurate and permits SIAGIS to verify relevant information where lawful.
SIAGIS may prepare a standard SIAGIS candidate profile from verified database information and exclude personal contact details before client submission. A candidate may apply to several roles and may be proposed to more than one client; no employment or assignment is guaranteed. The candidate must notify SIAGIS of conflicting commitments and must not sign, upload or accept a document they do not understand.
SIAGIS will not charge a candidate an unlawful recruitment fee. Legitimate, clearly disclosed personal expenses or employment-related arrangements may be governed by separate lawful documents. Candidates remain responsible for truthful submissions and for obtaining independent advice before accepting material employment, immigration or financial terms.
6. Companies, clients and candidate introductions
A Client must provide lawful, accurate and non-discriminatory requirements, compensation, location, working conditions and selection criteria; restrict candidate data to authorised reviewers; promptly record decisions and feedback; and perform final suitability, reference, qualification, right-to-work and compliance checks unless SIAGIS expressly agrees otherwise in writing.
A candidate is introduced when SIAGIS supplies identifying information, a CV or profile, arranges an interview, or otherwise causes the Client to become aware of the person for an opportunity. If the Client or an associated entity employs, engages, deploys or refers onward an introduced candidate, the Client must notify SIAGIS and pay the agreed fee. Unless a signed agreement states another period, this introduction protection applies for 12 months after the latest introduction, interview, submission or material recruitment activity, to the extent enforceable.
The Client must not bypass SIAGIS, forward confidential candidate details outside the authorised hiring group, or restructure an engagement to avoid fees. Fees, VAT, expenses, replacements, rebates, payment dates and late-payment remedies are governed by the accepted commercial agreement.
7. Offshore, placement and continuing assignments
Offshore and placement work may require valid immigration status, medical fitness where lawful, competence certificates, insurance, mobilisation readiness, site induction, travel documents, daily or monthly timesheets and safety compliance. Personnel must report hours and incidents accurately. Clients control their worksite and must provide lawful supervision, safe systems of work and verified timesheet approval.
Rotation, day rate, salary, leave, travel, accommodation, visa, insurance, payment timing and back-to-back arrangements must be stated in the relevant employment, assignment or client agreement. SATS records support administration but do not replace those signed documents. No User may deploy personnel before required SIAGIS and Client approvals are complete.
8. SATS accounts, actions and electronic records
Access is personal to the verified User. Organisations must remove access for departing users and report unauthorised access immediately. SIAGIS may maintain audit records of authentication, consent, approvals, comments, status changes, document access and workflow actions. Electronic acceptance, verification-code authentication, email notices and portal actions may be relied upon as evidence, subject to applicable electronic-transactions law.
SIAGIS may suspend access, content or a workflow to protect security, candidates, clients, legal compliance, safety or contractual rights. Availability of Microsoft, SharePoint, Teams, email, hosting and other third-party services is not guaranteed.
9. Privacy Notice
Data we process
Depending on role and process, SIAGIS may process contact and account data; company and job information; CVs, employment, education, certifications, skills and compensation expectations; interview feedback; identification, immigration, medical or onboarding records; deployment, timesheet and payment administration; communications, consents and audit logs.
Why and with whom
Data is used to authenticate Users, administer recruitment and assignments, screen and submit candidates, arrange interviews and onboarding, manage safety and compliance, operate integrations, prevent misuse, improve services, invoice agreed work, and establish or defend legal claims. It may be shared, only as necessary and lawful, with the relevant candidate or Client, SIAGIS personnel, approved processors and advisers, competent authorities, travel/medical/insurance providers and other parties authorised for the workflow.
Sensitive data, storage and transfers
Identity, health, criminal-record or other sensitive data is collected only where relevant, lawful and appropriately protected. Data may be stored or accessed across jurisdictions through contracted systems including Microsoft 365 and SharePoint. SIAGIS will apply appropriate technical and organisational safeguards and any required cross-border transfer mechanism.
Retention and rights
Records are retained for active services, future recruitment where lawful, contractual and statutory periods, audits and legal claims, then deleted or anonymised when no longer required. Subject to applicable law and exceptions, individuals may request access, correction or deletion, object to or restrict processing, and withdraw consent where consent is the basis. SIAGIS will verify identity and authority before acting. Requests: careers@siagis.com.
Depending on the processing and jurisdiction, relevant protections include UAE Federal Decree-Law No. 45 of 2021 on Personal Data Protection and Qatar Law No. 13 of 2016 on Protecting Personal Data Privacy.
10. Applicable Service Policies
- Confidentiality: non-public candidate, client, commercial and system information may be used only for the authorised service.
- Fair recruitment: decisions must be job-related, human-reviewed and free from prohibited discrimination, coercion or exploitation.
- Documents: SharePoint or equivalent links and documents must not be forwarded to unauthorised persons; suspicious files may be rejected or quarantined.
- AI and automation: AI output is assistance, not a final hiring or employment decision. An authorised person remains accountable for review.
- Feedback and audit: required decisions, rejection reasons, interview requests and approvals may be timestamped and attributed to the acting User.
- Communications: operational email may be sent for verification, applications, decisions, interviews, onboarding and service administration. Marketing requires legally required consent and a practical opt-out.
- Deletion: a verified deletion request will be assessed against employment, tax, contractual, safety, litigation-hold and other mandatory retention duties.
11. Warranties, responsibility and liability
The warranties, exclusions and liability framework in the SIAGIS Master Terms and Conditions apply to the Recruitment Services. In addition, SIAGIS does not guarantee a placement, candidate performance or retention, uninterrupted portal availability, immigration approval or a particular recruitment outcome. Clients make final hiring and workplace decisions. Candidates make final acceptance decisions. Each party remains responsible for matters within its control.
A User or Client responsible for unlawful content, misuse or onward disclosure of data, false authority, workplace breach, unsafe instruction or circumvention is responsible for the resulting loss and third-party claims, except to the extent caused by SIAGIS’s breach or misconduct and subject to mandatory law.
12. Governing law, local requirements and updates
The governing-law and dispute provisions in the SIAGIS Master Terms and Conditions apply. Mandatory law of the country of employment, recruitment, data processing or service performance continues to apply and is not waived.
Qatar-related services must also comply with applicable mandatory Qatar law, including relevant employment, personal-data, licensing, immigration and electronic-transactions requirements.
SIAGIS may update this addendum prospectively. Material changes will carry a new version or effective date and may require renewed acceptance. Accrued fees, confidentiality, privacy, audit, introduction protection, liability and dispute clauses survive where their nature requires.
13. Contact and notices
Recruitment questions, privacy requests and service notices may be sent to careers@siagis.com. General questions about the corporate framework may be sent to info@siagis.com. Formal contractual notices must also follow any notice method in the signed agreement.