Sourcing, submittals and placements: the recruiting know-how labs are asking for

Good to know

• Candidate personal data, such as resumes, contact details and background or screening results, is handled as the agreement specifies.
• Client placement records and anything you handle inside a client's VMS or systems may be client-owned under your contracts. Your own recruiting, communication and billing workflows are usually yours, and the provider's review sorts out the rest.
• Candidate health information, such as medical screenings or drug test results, is always excluded.
• Recruiters, account managers, back-office staff and contract recruiters who work in your systems are the desk team. Temporary workers you place with clients don't.
• Kept out unless a review and the agreement say otherwise: privileged material and client matter files, health information and biometric data, payment card and bank account numbers, passwords and credentials, data about minors, export-controlled or classified information, another party's data or licensed third-party content, and sensitive personnel, safety or critical infrastructure details. Scope is a choice, so you can leave out anything else, such as pricing or trade secrets.
• Workflow data from QuickBooks, NetSuite and HR systems still counts.
• Usually not a fit anywhere: data involving minors, export-controlled or classified data, mostly paper records with little digital history, or records you don't have the rights to license.
• How personal details are removed or replaced belongs in the agreement, and the provider's review sorts out what's licensable. When in doubt, it's worth a conversation.