Terms & Conditions | My Agency Recruitment Ethiopia

These Terms & Conditions apply to the website, initial business enquiries, and recruitment relationships involving My Agency Foreign Employment Agent PLC (“My Agency”, “we”, “us”, or “our”).

For the purposes of these Terms, “you”, “your”, or “partner” may refer to a recruitment agency, corporate organization, authorized representative, or other eligible organization interacting with My Agency.

An important distinction applies throughout these Terms:

Using this website or sending an enquiry does not create a recruitment contract.

A formal recruitment relationship begins only when the required business, workforce, and commercial arrangements have been separately confirmed between My Agency and the partner.

1. What These Terms Cover

These Terms govern two stages of interaction with My Agency:

Website and Enquiry Stage

This includes:

Visiting the website.
Reviewing our services.
Sending an enquiry.
Requesting information.
Discussing a potential partnership.
Requesting an initial quotation.

Formal Recruitment Stage

Once a partnership or workforce order is formally accepted, the recruitment relationship may also be governed by:

Partnership agreements.
Demand letters.
Workforce orders.
Quotations.
Invoices.
Employment-related documentation.
Other approved written arrangements.

Specific written agreements relating to an active order take priority where they contain terms different from these general website Terms.

2. What Using the Website Does Not Mean

Accessing the website does not automatically mean that:

My Agency has accepted your organization as a partner.
A workforce order has been approved.
Candidates have been reserved.
Candidate quantities are guaranteed.
A quoted or displayed price has been confirmed.
A particular deployment date has been promised.
A recruitment contract has been created.

Formal commitments must be confirmed separately through the appropriate business process.

3. Our Recruitment Model

My Agency operates primarily through a wholesale, Business-to-Business (B2B), and Office-to-Office (O2O) recruitment model.

We provide workforce sourcing and overseas recruitment support to eligible organizations such as:

Licensed recruitment agencies.
Authorized recruitment centers.
Corporate workforce partners.
Approved overseas employment organizations.
Other entities legally permitted to obtain recruitment services.

Our business model is designed around organized workforce supply rather than direct retail placement through the website.

4. Requests from Individual Households

The website is not intended as a direct recruitment channel for individual households seeking to hire workers directly from Ethiopia.

Where an individual household submits an enquiry, My Agency may decline the request or, where appropriate and available, direct the enquiry toward a licensed or authorized recruitment partner serving that market.

This does not guarantee that a referral or suitable retail partner will always be available.

5. Before We Enter a Partnership

A prospective partner may be required to provide sufficient information for My Agency to understand and verify the proposed relationship.

This may include:

Legal or commercial business name.
Country of operation.
Authorized contact person.
Recruitment license or authorization where applicable.
Requested workforce categories.
Expected recruitment volume.
Destination market.
General employment requirements.
Supporting business documentation.

My Agency may request additional verification before discussing candidate supply in detail.

We may decline to establish a business relationship where the requesting organization cannot be reasonably verified or where the proposed activity does not meet applicable recruitment requirements.

6. Formal Partnership Agreements

Where cooperation moves beyond an initial enquiry, My Agency and the partner may enter into a separate written partnership or service agreement.

That agreement may define matters such as:

Scope of cooperation.
Roles of each party.
Commercial arrangements.
Payment responsibilities.
Recruitment procedures.
Candidate processing.
Replacement arrangements where applicable.
Documentation responsibilities.
Communication procedures.
Other terms specific to the partnership.

These website Terms do not replace a signed partnership agreement.

7. Demand Letters and Workforce Instructions

Candidate sourcing is generally undertaken against an authorized workforce requirement.

Depending on the arrangement, this may be documented through a signed demand letter, workforce order, or another approved instruction.

The request should clearly describe the workforce needed.

A Workforce Request May Include

Worker category.
Required quantity.
Job duties.
Experience or skills.
Destination country.
Salary.
Employment benefits.
Contract conditions.
Selection criteria.
Expected mobilization requirements.

My Agency may delay the start of sourcing until material information has been clarified.

8. Accuracy of Employment Information

Partners are responsible for ensuring that the employment information supplied to My Agency is accurate and reflects the actual position being offered.

This is especially important for information concerning:

Nature of the job.
Duties and responsibilities.
Salary.
Working arrangements.
Contract duration.
Benefits.
Accommodation where applicable.
Destination and employer information.
Other material employment conditions.

Material employment terms should not be misrepresented to candidates.

If important conditions change during recruitment, the partner should notify My Agency before the affected candidate proceeds further.

9. When Candidate Sourcing Begins

My Agency may begin sourcing candidates after the relevant workforce requirement has been sufficiently confirmed.

Recruitment activity may include:

Identifying potential candidates.
Initial screening.
Interviews.
Reviewing experience and skills.
Preparing candidate information.
Presenting suitable profiles.
Supporting partner selection.
Moving selected candidates into subsequent processing stages.

The exact sourcing process may vary according to the worker category and destination requirements.

10. Candidate Profiles Are for Selection Purposes

Candidate profiles are prepared to assist partners in evaluating individuals for available roles.

They may include information about:

Employment experience.
Skills.
Language ability.
Training.
Work history.
Interview performance.
Other relevant qualifications.

Profiles reflect information available during the recruitment process.

They should not be interpreted as a guarantee of future conduct, work performance, adaptation to a particular household or workplace, or length of employment.

The receiving partner remains responsible for its final candidate-selection decision.

11. Candidate Choice Matters Too

Selection by a partner does not remove the candidate's role in the process.

A candidate must remain willing and eligible to proceed with the proposed opportunity.

A case may stop or change if the candidate:

Withdraws.
Declines the proposed employment.
Fails to complete required procedures.
Does not meet medical requirements.
Experiences documentation issues.
Becomes ineligible under applicable requirements.
Is otherwise unable to proceed.

Where appropriate, My Agency may work with the partner to identify another available candidate.

12. Medical, Training and Pre-Departure Requirements

Selected candidates may need to complete different preparation stages before travel.

Depending on the role and destination, these may include:

Medical examinations.
Skills assessment.
Training.
Orientation.
Documentation review.
Employment preparation.
Pre-departure requirements.

These stages form part of the overall recruitment process.

Successful completion of one stage does not automatically guarantee visa approval, travel clearance, or final deployment.

13. Recruitment Documentation

My Agency may coordinate recruitment-related documentation falling within its role in Ethiopia.

Depending on the case, this may involve documentation related to:

Identity.
Employment.
Medical clearance.
Training.
Visa processing.
Government procedures.
Travel.
Other overseas employment requirements.

My Agency will make reasonable efforts to coordinate documentation correctly.

However, approvals issued or controlled by governments, embassies, immigration authorities, or other independent institutions remain subject to those entities.

14. Responsibilities Are Divided Between the Parties

International recruitment requires cooperation between the agency in Ethiopia and the receiving organization in the destination country.

My Agency's Role

My Agency manages recruitment activities falling within its authorized role in Ethiopia, including the applicable sourcing, candidate processing, preparation, and coordination activities.

The Receiving Partner's Role

The partner remains responsible for obligations within its own jurisdiction, which may include:

Maintaining required licenses.
Complying with destination-country recruitment rules.
Employment and sponsorship procedures.
Visa-related responsibilities assigned to the receiving party.
Employer documentation.
Compliance with local worker protections.
Accurate communication of employment conditions.
Lawful handling of candidate information.

Each party is expected to fulfil the responsibilities assigned to it under the applicable arrangement.

15. Changes to a Demand Letter or Active Order

A workforce requirement may need to change after sourcing has started.

Partners should communicate material changes as soon as possible.

Changes may include:

Increasing or reducing candidate numbers.
Changing a worker category.
Revising job duties.
Changing salary or benefits.
Changing selection requirements.
Changing destination arrangements.
Changing expected deployment priorities.

Significant changes may require My Agency to reassess candidate sourcing, processing, timelines, documentation, or commercial terms.

A revised demand letter or written confirmation may be required.

16. Candidate Batches and Availability

Where workforce requirements involve candidate batches, quantities are subject to actual candidate availability and successful completion of recruitment procedures.

A requested batch size does not automatically guarantee that every requested candidate will become deployable at the same time.

Candidate numbers can be affected by:

Selection outcomes.
Candidate withdrawals.
Medical clearance.
Documentation.
Training completion.
Visa processing.
Government requirements.
Other recruitment circumstances.

My Agency may coordinate replacements or additional sourcing where appropriate and subject to the applicable agreement.

17. Recruitment and Deployment Timelines

Recruitment timelines vary by worker category, destination, order size, and processing requirements.

Factors affecting timing may include:

Candidate sourcing.
Interviews.
Medical examinations.
Training.
Document preparation.
Government processing.
Visa procedures.
Embassy requirements.
Travel arrangements.
Changes in applicable procedures.

Any general timeline mentioned on the website is provided for guidance only.

A timeline applicable to a particular workforce order should be confirmed separately.

18. Travel and Deployment Coordination

Once candidates have completed the required stages, My Agency may coordinate their preparation for departure.

This may include:

Reviewing final documentation.
Confirming travel readiness.
Coordinating flight arrangements.
Providing pre-departure instructions.
Communicating departure information.
Coordinating with the receiving agency.

Travel dates remain subject to factors such as flight availability, documentation status, government procedures, and other external requirements.

19. Fees, Quotations and Commercial Arrangements

General website information should not be treated as a final commercial offer.

The cost of a recruitment arrangement may depend on factors such as:

Candidate category.
Order volume.
Destination country.
Documentation requirements.
Medical and training arrangements.
Mobilization requirements.
Additional requested services.

Final prices and payment conditions should be confirmed through the applicable quotation, invoice, commercial agreement, or other authorized written communication.

20. Cancellations, Substitutions and Replacements

Recruitment arrangements do not always proceed exactly as originally planned.

Where an order, candidate, or deployment changes, any applicable cancellation, substitution, replacement, refund, or credit arrangement will depend on the specific circumstances.

Relevant considerations may include:

The applicable partnership agreement.
Stage of candidate processing.
Costs already incurred.
Reason for the change.
Candidate availability.
Written commercial terms.

No general replacement entitlement should be assumed solely from information published on the website.

21. Fair and Lawful Recruitment

My Agency supports recruitment practices that respect applicable requirements and the rights of candidates.

Our services must not be used for:

Fraudulent employment offers.
Unlicensed or unauthorized recruitment.
Deliberately misleading employment conditions.
Exploitative recruitment practices.
Improper use of candidate documents.
Placements that do not correspond with the approved recruitment purpose.
Other unlawful recruitment activity.

My Agency may stop processing an order if serious concerns arise regarding its legality, authenticity, or potential impact on candidates.

22. Confidentiality Between Business Partners

Recruitment partnerships may involve commercially sensitive or confidential information.

Examples include:

Demand letters.
Candidate profiles.
Workforce plans.
Pricing.
Recruitment documentation.
Business correspondence.
Partner records.
Commercial agreements.

Both parties are expected to use confidential information only for the legitimate purpose connected with the recruitment relationship.

Candidate personal information must also be handled in accordance with applicable data protection requirements and our Privacy Policy.

23. Appropriate Use of the Website

Visitors may use the website to learn about My Agency, review services, and make legitimate business enquiries.

Users must not:

Attempt unauthorized access to website systems.
Interfere with website functionality.
Submit fraudulent information.
Introduce malicious software.
Harvest or scrape information through unauthorized means.
Impersonate another organization.
Use website materials for unlawful purposes.

We may restrict access where activity creates a reasonable security, operational, legal, or abuse concern.

24. Website Content and Ownership

Unless otherwise indicated, original materials published on this website belong to My Agency or are used with appropriate authorization.

This may include:

Written content.
Photography.
Graphics.
Branding.
Logos.
Page designs.
Service information.
Original recruitment materials.

Website content may not be commercially reproduced, redistributed, republished, or presented as another organization's content without appropriate permission.

25. External Processes We Do Not Control

Some parts of overseas recruitment are controlled by independent organizations rather than My Agency.

These may include:

Government authorities.
Embassies and consulates.
Immigration systems.
Medical providers.
Training organizations.
Airlines.
Destination-country partners.
Other authorized service providers.

My Agency does not guarantee decisions made by these independent parties.

We will, however, make reasonable efforts to manage and coordinate the parts of the recruitment process falling within our own role.

26. When We May Pause or End Cooperation

My Agency may pause or terminate a workforce order or partnership where continuing would create a material legal, compliance, commercial, operational, or worker-protection concern.

This may include circumstances involving:

False company information.
Unverified recruitment authority.
Misleading job conditions.
Misuse of candidate information.
Serious contractual breaches.
Failure to meet confirmed financial obligations.
Unauthorized recruitment activities.
Serious concerns regarding candidate or worker treatment.

Where practical, My Agency may seek clarification or attempt to resolve the issue before ending the relationship.

27. Governing Requirements and Dispute Handling

My Agency's recruitment activities in Ethiopia are conducted subject to the applicable Ethiopian laws and regulatory requirements governing overseas employment.

Partners remain responsible for complying with the requirements applying to their activities in the destination country.

If a disagreement arises, the parties are encouraged to first attempt to resolve the matter through direct professional communication.

Any unresolved dispute will be handled according to the applicable agreement and Ethiopian law, including the jurisdiction of the competent authorities or courts where appropriate.

28. Updates to These Terms

My Agency may update these Terms to reflect changes in:

Website operation.
Recruitment procedures.
Applicable requirements.
Business practices.
Services.
Partnership arrangements.

The latest published version applies to future website use and new enquiries.

Existing workforce orders or partnerships remain subject to any separate written terms already governing them.

29. Contact My Agency

Questions concerning these Terms, an initial partnership enquiry, or a workforce requirement should be directed through My Agency's official communication channels.

My Agency Foreign Employment Agent PLC

Before confirming a workforce requirement, partners are encouraged to ensure that all job specifications, candidate quantities, commercial conditions, and destination requirements have been communicated clearly in writing.