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Employment Activities employment contract

Recruitment Resourcer Employment Contract UK

Define candidate-focused sourcing and screening with accurate representation and consultant handover.

Watercolour illustration showing Resourcer (Candidate) at work in Employment Activities on a pale sage background
This contract includes Search approved candidate sources. Conduct structured initial screening. Record skills location and availability. Preview before payment PDF and editable DOCX files after checkoutBuilt for UK employers
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Looking for a Resourcer (Candidate) employment contract? This page takes you straight into the role-specific builder, with preview before payment and both PDF and DOCX files included after checkout.

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Legally validated and solicitor-approved contract framework

Reviewed for straightforward UK employer use

This page is maintained for UK employers creating resourcer (candidate) contracts for employment activities. HRHeaven uses a legally validated and solicitor-approved self-service contract framework, with wording for role duties, confidentiality, notice, holiday, probation and practical workplace expectations. It does not replace individual legal advice for complex or disputed circumstances.

Last updated
19 June 2026
Content owner
HRHeaven employment documentation team
Review standard
UK employer template review, versioned clause logic and preview before payment

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What's included in your contract

Job description

Clear role overview and key responsibilities.

Probation period

Clear probation terms for the selected arrangement.

Role-specific duties

Maintained responsibilities, records and authority boundaries for the selected role.

Working hours

Standard and flexible working arrangements.

Holiday entitlement

Holiday terms explained for the selected arrangement.

Confidentiality

Client and company confidentiality.

Disciplinary process

Clear process and employee rights.

Notice periods

Notice terms explained for both parties.

You’ll receive your contract in both PDF & DOCX formats

Download a polished PDF ready to issue and an editable DOCX copy for future updates.

PDFReady to use
DOCXFully editable

Before you create it

Use this Resourcer (Candidate) contract with confidence

Practical checks to help an employer choose the right starting point and prepare the information the document needs.

When to use this contract

Deliver qualified candidate pipelines, produce accurate consented CRM records, and complete consultant handovers.

Workplace context: Recruitment office, approved home workspace, client meetings and authorised remote recruitment systems.

What makes this role different

Follow the Employer's documented arrangements covering desks sectors and sourcing tools. Follow the Employer's documented arrangements covering candidate data consent and ownership. Follow the Employer's documented arrangements covering activity quality and commission. Follow the Employer's documented arrangements covering screening submissions and compliance boundary. Follow the Employer's documented arrangements covering company policies.

Not a fit / obtain specialist advice

Recheck the role or obtain appropriate advice if the work would exceed these maintained authority boundaries: The resourcer cannot change candidate facts, submit without authority, promise work, interpret legal clearance or hide duplicate ownership evidence. Obtain approval before committing expenditure, changing contractual commitments or making regulated or staffing decisions outside the assigned role.

What to prepare before you issue it

  • the markets roles and candidate groups
  • the CRM job boards and sourcing tools
  • the contact and representation rules
  • the activity quality and conversion measures
  • the ownership commission and split policy
  • the consultant compliance and data routes

Day-to-day operating brief

What Resourcer (Candidate) work looks like in practice

A Recruitment Resourcer searches databases and networks, engages candidates, conducts initial screening and maintains pipelines for consultants or client accounts. The role handles personal information and employment history but usually does not own final client terms or compliance clearance. Terms should identify desks and sectors, sourcing tools, candidate ownership, activity and quality measures, representation consent, commission credit and the level of authority for submissions. Contact volume should not reward duplicate records, unsolicited disclosure or invented suitability. Sourcing notes should preserve the search logic, contact permission and evidence behind an apparent match. A copied profile or keyword hit is not a completed screen, and unavailable prospects should not inflate a live delivery shortlist. Market maps should also distinguish approached, responded, screened and declined people so later consultants understand the actual state of each relationship.

Responsibilities reflected in the contract

  • Search approved candidate sources.
  • Conduct structured initial screening.
  • Record skills location and availability.
  • Obtain representation consent.
  • Maintain CRM status and contact history.
  • Coordinate submissions interviews and feedback.

A realistic working scenario

Two CRM records appear to describe the same candidate with different availability. The resourcer reconciles identity and history before contact rather than creating a third profile to claim ownership.

Outputs to agree

  • qualified candidate pipelines
  • accurate consented CRM records
  • complete consultant handovers

Records and evidence

  • Search source and outreach.
  • Screening consent and preferences.
  • CRM duplicate and ownership decision.
  • Submission feedback and handover.
  • Work records.
  • Handover notes.

Reporting relationship

Typically reports to Line Manager or Department Manager. Confirm the employer's actual reporting structure in the builder.

Authority and escalation

  • The resourcer cannot change candidate facts, submit without authority, promise work, interpret legal clearance or hide duplicate ownership evidence.
  • Obtain approval before committing expenditure, changing contractual commitments or making regulated or staffing decisions outside the assigned role.

Workplace context

  • Recruitment office, approved home workspace, client meetings and authorised remote recruitment systems.

Contract priorities

  • desks sectors and sourcing tools
  • candidate data consent and ownership
  • activity quality and commission
  • screening submissions and compliance boundary

Information the employer should prepare

  • the markets roles and candidate groups
  • the CRM job boards and sourcing tools
  • the contact and representation rules
  • the activity quality and conversion measures
  • the ownership commission and split policy
  • the consultant compliance and data routes

Individually written and reviewed against the maintained role record.

Maintained role evidence

The facts this Resourcer (Candidate) contract is built around

These role-pack details give an employer something concrete to check before using the contract for employment activities work.

Work setting

Recruitment office, approved home workspace, client meetings and authorised remote recruitment systems.

Primary duties

  • Search approved candidate sources.
  • Conduct structured initial screening.
  • Record skills location and availability.
  • Obtain representation consent.

Tools and training to confirm

    Governance focus

    Employer procedures and role controls. Follow the Employer's documented arrangements covering desks sectors and sourcing tools. Follow the Employer's documented arrangements covering candidate data consent and ownership. Follow the Employer's documented arrangements covering activity quality and commission.

    Contract builder output

    Resourcer (Candidate) clauses and builder inputs

    HRHeaven builds the contract from the employer's answers, the selected industry, and the role-specific wording for this job.

    Role wording

    Resourcer (Candidate) duties

    Deliver qualified candidate pipelines, produce accurate consented CRM records, and complete consultant handovers.

    Search approved candidate sources. Conduct structured initial screening. Record skills location and availability. Obtain representation consent. Maintain CRM status and contact history.

    Builder answers

    What the contract builder captures

    Employer and employee details Role title and reporting line Pay, hours and working pattern Holiday, probation and notice Workplace and site rules Company branding and e-sign

    Preview before purchase

    Complete the builder, check the document output, then pay only when you are ready to download.

    Specific clauses

    What is added to the finished contract

    The resourcer cannot change candidate facts, submit without authority, promise work, interpret legal clearance or hide duplicate ownership evidence.

    Obtain approval before committing expenditure, changing contractual commitments or making regulated or staffing decisions outside the assigned role.

    Follow the Employer's documented arrangements covering desks sectors and sourcing tools.

    Follow the Employer's documented arrangements covering candidate data consent and ownership.

    £19.99 one-off contractPreview before payment, then download the branded PDF and send for signature.

    Explore the catalogue

    Compare nearby role contracts before choosing the wording that matches the work.

    Delivery Consultant (Sourcing)Deliver qualified candidate pipelines, produce accurate consented submissions, and complete vacancy and consultant handovers.Graduate Resourcer (Entry)Produce accurate entry-level candidate pipelines, maintain consistent CRM and contact records, and maintain well-prepared consultant handovers.Recruitment Consultant (Agency)Deliver qualified client vacancies, produce accurate consented candidate submissions, and coordinate controlled placements and commercial records.Compliance Officer (Pre-employment)Produce accurate candidate clearance decisions, secure traceable screening files, and produce timely referral of exceptions and concerns.

    Knowledge Centre

    Guidance for employing a Resourcer (Candidate)

    Use these practical employer guides alongside the role-specific contract details on this page.

    Contract or written statement for a Resourcer (Candidate)?Knowledge Centre guidance for appointing a Resourcer (Candidate)Policies to place alongside a Resourcer (Candidate) contractKnowledge Centre policy guidanceUK employment contract guideRelevant contract guidance
    Employee Handbook + Contract Bundle

    Employee handbook bundle

    Resourcer (Candidate) Contract + Employee Handbook Bundle

    Pair the contract with a fully customisable employee handbook and keep the role wording, workplace rules, branding and policies aligned from day one.

    Industry-specific policies Contract and handbook generated together UK-focused policy content Easy to edit and maintain

    Related industry documents

    Complete the setup around this Resourcer (Candidate) contract

    Employee handbookPair the contract with workplace policies tailored to the employer's industry.HR ActionsManage recruitment, probation, performance, absence, disciplinary, grievance and offboarding after the contract is created.Compliance membershipKeep documents aligned with future update notices and maintained compliance support.

    After the contract

    Run the employee lifecycle with HR Actions

    Once the Resourcer (Candidate) contract is created, HR Actions help employment activities employers manage the next HR steps: recruitment, probation, performance, absence, disciplinary, grievance and offboarding.

    Choose the right level of support

    Single HR Action or Unlimited

    Buy one HR Action for one employee process, or use HR Actions Unlimited when you expect recurring HR work.

    Keep the context together

    AI Workspace support

    HRHeaven can pre-fill known employee, role, timeline and document facts, then asks the employer to confirm the missing details.

    Stay ready for the next step

    Timeline, reminders and audit

    Each workflow keeps the case history, source context, reminders, documents and completion summary together.

    Explore HR Actions
    RecruitmentProbationPerformanceAbsenceDisciplinaryGrievanceOffboarding

    Simple, transparent pricing

    Choose the perfect solution for your business

    Employment Contract
    £19.99

    Create a UK-focused employment contract in minutes, with role-aware wording and a reviewable preview.

    Employment Contract Industry and role clauses Legal preview PDF downloadView details     Employee Handbook
    £34.99

    Create a practical employee handbook for your workplace.

    Employee Handbook Branded pages Industry-aware policies PDF downloadView details     Most PopularContract + Handbook Bundle
    £44.99SAVE £9.99 versus buying separately

    Everything needed to hire your first employee correctly.

    Employment Contract Employee Handbook Individual PDF downloadsView details     Returning customersEmployment Contract (Loyalty Price)
    £14.99Save £5.00

    Loyalty price for eligible returning customers creating an Employment Contract for a new employee or new hire.

    For eligible returning customers One new Employment Contract Applied automatically after a completed qualifying purchaseView details     Action supportHR Actions
    £4.99

    Run employee lifecycle workflows with AI guidance, reminders, timeline and audit support.

    Single HR Actions HR Actions Unlimited option AI Workspace Timeline and auditView details     Unlimited accessHR Actions Unlimited
    £9.99/month

    Launch eligible HR Actions across your organisation without paying per employee case.

    Unlimited HR Action case files Unlimited employees Unlimited AI assistance Timeline and audit historyView details     Optional membershipCompliance Membership
    £20.00/year

    Optional yearly document maintenance, compliance reminders and update notifications.

    Unlimited document regeneration HR alerts Compliance reminders Template update notificationsView details

    Frequently asked questions

    Can candidates be submitted without consent?

    Use the employer's lawful representation process first.

    Who owns duplicate candidate records?

    Apply CRM identity, recency and allocation rules.

    May a resourcer edit a CV?

    Only with candidate agreement and without changing facts.

    Can call targets be included?

    Yes, balanced with useful screening, consent and record quality.

    Who verifies qualifications?

    The authorised compliance process, not sourcing notes alone.

    Can a job be promised?

    No; describe the actual selection and client decision process.

    How is commission credited?

    State sourcing, placement, payment, split and rebate rules.

    What belongs in handover?

    Evidence, consent, availability, concerns and the next agreed action.

    View all FAQs

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