Questions candidates should ask before choosing career-search support.

Depending on the programme, support can include career assessment, target-role strategy, resume and LinkedIn positioning, opportunity research, human review, application guidance or managed application support, networking strategy, tracking, interview preparation, mock interviews, offer evaluation and negotiation guidance.

You remain responsible for truthful information, material career decisions, approvals, responses when action is required, interviews, employer conversations and genuine participation in the agreed search.

Potentially, yes. A search can be designed around confidentiality, realistic availability and the agreed target. The service should not contact your current employer unless you explicitly authorise an appropriate reason to do so.

A managed service reduces coordination burden, but it cannot remove candidate participation. You may still need to review opportunities, provide factual answers, approve actions, prepare for interviews and respond to time-sensitive employer activity.

The intended service standard is organised, visible communication with clear next steps rather than unexplained silence. Exact response-time or meeting-frequency promises should be published only after the operating team has proved it can meet them reliably.

No service should claim expertise everywhere. Suitability depends on the candidate profile, target role, market and the team’s ability to support that search responsibly. If the target is outside current capability, the right answer may be to decline or recommend a different route.

Our managed-search model keeps the candidate informed and uses the agreed approval workflow. Only opportunities surviving relevance review and the agreed approval process should proceed.

No application-volume promise is the core proposition. The model is designed around relevance, review, candidate visibility and search discipline: better fit, better applications, better search discipline.

Relevance should consider qualifications, experience, target role, geography, compensation context, employment type, work authorisation where relevant and candidate interest. Premium recommendations are intended to receive human review.

The service is built around strong agreed positioning and role-family alignment rather than random rewriting for every vacancy. Material changes should remain truthful, controlled and based on the approved current version of your profile.

No. Resume and profile clarity can improve, but facts cannot be invented. Application integrity requires accurate qualifications, experience, achievements and declarations.

The process should stop and ask you. Sensitive, legal, demographic, salary, work-authorisation or other factual declarations should never be guessed on your behalf.

Our process is designed to maintain a visible opportunity/application record and should track employer-role combinations, application status and approved factual answers to reduce accidental duplication and inconsistent responses.

No. Employer hiring decisions are outside the company’s control. For eligible Career Partner 120 participants, the protection concerns programme fees under the applicable Fair-Play Refund Terms.

No. Refund-protected participation is eligibility-gated. Profile readiness, target realism, experience, skills, geography, compensation, market conditions, work authorisation where relevant and participation readiness may all be considered before admission.

Under the Fair-Play framework, an eligible participant who completes the agreed programme, participates genuinely and does not receive a qualifying job offer within the applicable 120-day active-search period may be entitled to an 80% programme-fee refund under the applicable Fair-Play Terms. Mandatory consumer rights, where stronger, still apply.

The 20% Service & Setup Component is designed to correspond to genuine services and costs already incurred, such as assessment, strategy, delivered work, technology and programme setup. Its treatment must remain proportionate and subject to applicable law and regional terms.

The intended clock starts at the documented active-search start—not simply when payment is made. The target, readiness and start date should be agreed and recorded.

The qualifying-offer definition should be agreed before active search using the role family, geography, employment type, reasonable compensation parameters, work-authorisation context where applicable and other material agreed conditions.

Material changes should be disclosed and reviewed because they may affect search strategy, readiness, programme scope and refund-protection assumptions. Changes should be documented rather than silently altering the original target.

You may still be suitable for Career Foundation, Career Accelerator or another non-protected service. The intended model is to decline or redirect unsuitable refund-protection cases rather than sell a promise that cannot be responsibly underwritten.

The final programme terms should distinguish a short delay, a genuine emergency, a pause and abandonment. One missed call should not automatically create a disproportionate loss of programme protection. Market-specific cancellation and consumer rights may also apply.

Offer support can include understanding the offer, preparing employer questions, comparing material terms and planning an appropriate compensation discussion. Employment and compensation outcomes remain the employer’s and candidate’s decisions.

International support should be offered only where the service has genuine market capability. Targeting may consider local role terminology, salary conventions, work-authorisation context and market-specific service availability.

No. Employer sponsorship and immigration decisions are outside the company’s control. The service may consider work-authorisation context for targeting but does not promise sponsorship or provide immigration legal advice unless appropriately qualified.

The operating launch begins in India. Additional markets should be marketed as actively supported only after service capability, market knowledge, legal/privacy/payment review and operational readiness are confirmed.

The intended operating principle is one visible search record. Updates should make clear what is received, in review, action required, completed and next step, with periodic review of opportunities, approvals, applications, responses and interviews.

Ordinary initial assessment should not collect passwords. If a later service ever requires authorised account activity, the process must define platform terms, candidate authorisation, identity questions, security and final-submission responsibility before use.

The initial assessment should collect only what is needed to understand your profile, target and programme suitability. Passport scans, bank details, government IDs and passwords should not be requested in an ordinary first-stage assessment.

Not as part of an ordinary managed search. Confidentiality matters. Any employer contact involving your current workplace would require a clear, appropriate purpose and candidate authorisation.

AI may assist research, organisation, profile analysis or preparation, but the governing principle is: AI assists, humans review, candidates remain informed. Material profile changes and premium opportunity decisions require appropriate human review.

The candidate service is intended to act transparently. If a future employer, recruiter, university or partner relationship could materially affect a recommendation, the business should disclose and manage that conflict rather than present the advice as independent.

The intended model provides a correction and escalation path. Material mistakes should be corrected, important decisions should remain traceable, and refund or service disputes should be reviewed using programme records rather than forcing the candidate to reconstruct everything alone.