Terms and conditions.

In case of any discrepancy between the English and Dutch versions of these terms and conditions, the Dutch version prevails.

Crest Recruitment Solutions · 2026

1. Crest Recruitment Solutions (hereinafter: “Contractor”) is registered with the Chamber of Commerce under number 83654488, and is professionally engaged primarily in recruiting, selecting, introducing and mediating persons (hereinafter: “Candidates”) with companies and other entities in whatever (legal) form (hereinafter: “Client”), which introduction has the purpose that the Candidate directly or indirectly through a (temporary) employment contract, management agreement, interim/self-employed/secondary basis, “seco-permanent” agreement or through any other (contractual/legal) construction, comes to work for the Client (hereinafter: “Employment Relationship”).

2. The contract terms and conditions or General Terms and Conditions described below (hereinafter: “T&Cs”) apply to and form part of any offer or introduction by, specific offer of, or agreement entered by the organization under Dutch law Crest Recruitment Solutions. If the proposal or assignment confirmation deviates from these T&Cs, the signed proposal prevails. The applicability of any purchasing or other terms and conditions of the Client is expressly rejected.

3. A Candidate is deemed to have been introduced to the Client at the time that the Contractor provides the Client with information relating to that specifically introduced Candidate. As soon as the Contractor is asked by or on behalf of the Client for further information about a Candidate, in whatever way, or a request is made to arrange a meeting (face to face, online or by telephone) with the Candidate, there is acceptance of the Services with the Contractor’s Fees, as referred to in these T&Cs.

4. Vacancies at the Client, for permanent or interim appointments, are always accepted by the Contractor on an exclusive basis with an exclusivity period of 3 calendar months commencing upon agreement on these terms and conditions and the proposal.

• i.During the exclusivity period, the Contractor will also act and post on behalf of the Client using the Client’s company name on, but not limited to, LinkedIn.
• ii.During the exclusivity period, the Contractor takes full candidate ownership and will represent the Client with suitable candidates. Should a candidate approach the Client directly after seeing an advertisement placed by the Contractor, the Contractor will take over and conduct a full qualification and guide the process.

5. A Candidate will be presented to the Client in the strictest confidence. If a violation of this provision by an act or omission (direct or indirect) of the Client leads to an Employment Relationship between a Candidate and a third party (including a company or other entity affiliated with the Client), the Client will owe the Contractor the full Fee in accordance with these T&Cs, as if an Employment Relationship had arisen between the Client and the Candidate.

6. If, within twenty-four months after the Contractor has introduced a Candidate to the Client, an Employment Relationship is established between the Client and the introduced Candidate in any way whatsoever, regardless of whether there is a probationary period or a temporary or flexible employment relationship, the Contractor is entitled to the Fee referred to in these T&Cs.

7. If, within a period of twenty-four months after an Employment Relationship has been established with a Candidate introduced by the Contractor, the Client directly or indirectly or otherwise makes use of or makes an offer for an Employment Relationship to an employee or former employee of the Contractor or makes use of the Services of a company or BV as a result of the fact that an aforementioned employee is the director thereof, manager, authorized representative or employee, the Client will immediately owe the Contractor a fee of €34,000.

8. The fees to be paid by the Client to the Contractor referred to in these T&Cs are a percentage of the Candidate’s annual income, even though the Candidate will realistically work for less than a year or on a part-time basis. “Annual income” is understood to mean everything the Candidate receives in the first twelve months based on a 40-hour working week: the gross taxable remuneration including 8% holiday allowance and further emoluments (lease budget, development budget, working from home allowance, etc.), a management fee, profit sharing or other forms of remuneration. If that amount is not fixed in advance, the reasonably expected value over those twelve months applies.

9. If an Employment Relationship is established with an introduced Candidate, the Client will immediately inform the Contractor in writing, as well as of the content of that Employment Relationship. At the Contractor’s request, the Client will send documents proving this employment relationship. The Client must ensure that it has informed the Contractor within three weeks of the commencement of the employment relationship between the Client and the Candidate. If the Client fails to do so, it will immediately owe the Contractor a compensation of 35% of the Candidate’s reasonably expected Annual Income.

10. Unless expressly agreed otherwise in writing by the Contractor and the Client, the Fee payable to the Contractor (plus VAT) amounts to a fixed rate of:

• Tier 1: 25% of the Annual Income if the Annual Income is between €0 and €39,999;
• Tier 2: 30% of the Annual Income if the Annual Income is between €40,000 and €49,999;
• Tier 3: 35% of the Annual Income if the Annual Income is €50,000 or more.
• Where the Contractor supplies the Candidate on an interim, secondment or seco-permanent basis, with the Candidate remaining under contract with or through the Contractor, no percentage applies but a rate per hour worked agreed per assignment and recorded in the proposal. The other provisions remain fully applicable, with the exception of Article 11. The retainer under Article 12 is in that case set off against the hours invoiced.

11. A minimum fee of €12,500 applies to the Fee referred to in Article 10. If the fee calculated under Article 10 is lower, that minimum fee applies.

The minimum fee covers the fixed costs of a search — intake, tooling, sourcing, interviews and the like.

12. The Contractor works on a retainer basis. Upon acceptance of the assignment, a retainer of €4,000 is invoiced. This amount is offset in full against the Fee referred to in Articles 10 and 11 upon placement; the remainder is invoiced upon establishment of an Employment Relationship between the Client and the Candidate. The retainer is non-refundable, including where the assignment is terminated prematurely, is withdrawn, or is changed to such an extent that it no longer reasonably falls within the pre-agreed parameters.

13. The Client has full responsibility, which means that the Contractor has no responsibility whatsoever, to check, assess or evaluate the skills, character traits, specifications or qualifications, any references and experience of the introduced Candidates. Any legal (including applying for and obtaining a work or residence permit) and medical requirements in respect of the Candidates are the responsibility of the Client. The Contractor is solely responsible for the introduction of Candidates. The Contractor is not responsible or liable for the suitability of the introduced Candidates in any way whatsoever. For the rest, the Contractor’s liability is in all cases limited to the amount of the Fee that has been invoiced and paid for the assignment concerned. The Contractor is never liable for indirect or consequential loss, including lost revenue.

14. If the Employment Relationship ends within one month of the agreed start date because the Candidate leaves of their own accord, or because the Client terminates the Employment Relationship for reasons relating to the abilities or conduct of the Candidate, the Contractor will search once for a replacement Candidate for the same role free of charge.

15. The guarantee in Article 14 lapses if:

• the Candidate is (reasonably) no longer needed and this can be demonstrated by the Client or by the Contractor;
• the Fees referred to in these T&Cs, as described in Articles 10 and 11, have not been paid to the Contractor within the agreed 14 days after the invoice date;
• the Client has unilaterally changed the terms of employment or the content of the role compared to the offer on which the Candidate signed;
• the reason underlying the termination of the Employment Relationship cannot be considered valid;
• the Employment Relationship ends for a reason outside the Candidate, including a reorganisation, the role being discontinued or the business ceasing to trade;
• the Contractor has not been informed in writing of the termination of the Employment Relationship with the associated reason, or has not been notified in a timely manner (within two weeks after termination of the Employment Relationship).

16. The Contractor applies a payment term of 14 days after the invoice date. If the Client has not paid after these 14 days and the Contractor has not received the amount due within these 14 days on the bank account number provided by the Contractor, it will give the Client a written notice of default, after which the Client will be in default.

17. Both parties undertake to keep confidential all confidential information exchanged in connection with the assignment. This obligation also applies after the assignment has ended.

18. These T&Cs are governed by Dutch law. All related actions, such as the introduction, modification or amendment of agreements, offers and any changes to these T&Cs, are exclusively governed by Dutch law. The disputes that arise because of any actions of the Client, the Contractor or the Candidate or as a result of these T&Cs will be submitted to the competent court in Amsterdam, the Netherlands.