Terms & Conditions | BMG Foreign Employment Agency Ethiopia

These Terms & Conditions govern the website, business enquiries, workforce orders, and recruitment services provided by BMG FOREIGN EMPLOYMENT AGENT PLC (“BMG”, “we”, “us”, or “our”).

BMG operates a wholesale Business-to-Business (B2B) and Office-to-Office (O2O) recruitment model from Ethiopia. We work with licensed recruitment agencies, authorized recruitment centers, corporate clients, and other eligible organizations requiring workforce from Ethiopia.

In these Terms, “partner”, “you”, or “your” refers, where applicable, to the agency, company, authorized representative, or organization requesting or receiving BMG services.

By using this website, submitting a business enquiry, requesting candidates, confirming a workforce order, or entering into a recruitment arrangement with BMG, you agree to these Terms together with any separate quotation, order confirmation, partnership agreement, or other written terms applicable to the engagement.

1. Purpose of Our Business Relationship

BMG provides organized workforce sourcing and overseas recruitment support from Ethiopia for business and institutional partners.

Our role may cover different stages of the recruitment cycle, including:

Workforce sourcing.
Candidate screening.
Interviews and assessments.
Document preparation and verification.
Medical coordination.
Training and pre-deployment preparation.
Visa and administrative support.
Travel and mobilization coordination.
Handover and post-deployment support.

The exact combination of services depends on the workforce order, candidate category, destination requirements, and commercial arrangement agreed with the partner.

2. A Business-to-Business Service

BMG's wholesale recruitment model is designed primarily for professional recruitment and workforce organizations.

Our business partners may include:

Licensed recruitment agencies.
Authorized domestic-worker recruitment centers.
Corporate workforce buyers.
Approved overseas recruitment partners.
Other organizations legally permitted to obtain recruitment services.

The website is not intended to operate as a direct retail placement platform for private households.

It is also not intended to create a direct employment guarantee for individual jobseekers simply because they access or use the website.

3. Partner Eligibility and Verification

Before establishing or continuing a recruitment relationship, BMG may verify the organization making the request.

We may request information relating to:

Business identity.
Agency or company details.
Relevant licenses or authorizations.
Country of operation.
Authorized representatives.
Recruitment requirements.
Destination-market information.
Other documents reasonably necessary to understand the proposed relationship.

Providing information does not automatically mean that a partnership or workforce order has been approved.

BMG may decline to proceed where sufficient verification cannot be completed.

4. How a Workforce Order Begins

A workforce order should start with a clear request from the partner.

This may be communicated through a demand letter, approved business enquiry, quotation request, partnership document, or another accepted communication channel.

What We Need to Understand

Before recruitment begins, the partner should provide enough information to identify:

The worker category required.
Number of candidates.
Destination country.
Required skills or experience.
Job duties.
Salary and benefits.
Contract conditions.
Selection requirements.
Expected deployment period.
Any special employment conditions.

Incomplete or unclear requirements may delay sourcing or require additional clarification before the order can proceed.

5. When an Order Becomes Confirmed

A general enquiry, website message, verbal discussion, or request for available candidates does not automatically create a confirmed workforce commitment.

An order becomes commercially actionable when the relevant requirements have been sufficiently agreed and confirmed through an appropriate written communication or agreement.

Depending on the arrangement, confirmation may include:

Approved workforce specifications.
Agreed candidate quantities.
Commercial terms.
Payment arrangements.
Recruitment responsibilities.
Expected processing stages.
Any special conditions applicable to the order.

Written confirmation helps both BMG and the partner work from the same expectations.

6. Changes After Order Confirmation

Recruitment work may already be underway when a partner requests changes.

Changes involving candidate numbers, job duties, salary, destination, qualification requirements, or employment conditions may affect the original sourcing plan.

Material Changes

Where a requested change significantly affects an active order, BMG may:

Reassess candidate suitability.
Request revised documentation.
Adjust sourcing requirements.
Revise processing or deployment expectations.
Issue an updated quotation where applicable.
Request new written confirmation before proceeding.

Partners should communicate material changes as early as possible.

7. Candidate Supply and Availability

BMG maintains recruitment and sourcing activities to support partner workforce requirements, but candidate availability naturally changes over time.

A candidate who is available at one stage may later become unavailable due to:

Personal circumstances.
Candidate withdrawal.
Medical results.
Documentation issues.
Selection by another confirmed requirement.
Regulatory restrictions.
Changes in eligibility.
Other legitimate recruitment circumstances.

For this reason, candidate quantities shown, discussed, or estimated before final confirmation should not be treated as guaranteed inventory.

8. Candidate Review and Selection

Candidate information is provided to help partners make informed recruitment decisions.

Depending on the category and recruitment stage, available information may include:

Experience.
Skills.
Employment history.
Language ability.
Training information.
Interview results.
Assessment information.
Relevant recruitment documentation.

BMG may screen and assess candidates before presentation, but the receiving partner remains responsible for reviewing the available information and making its own final selection.

Candidate profiles describe information available during recruitment and are not guarantees of future performance, conduct, adaptation, or length of employment.

9. Candidate Acceptance

Candidate selection is a two-sided process.

The partner may select a candidate, but the candidate must also remain willing and eligible to proceed with the proposed employment.

A recruitment case may therefore depend on factors including:

Partner approval.
Candidate acceptance.
Required screening.
Medical eligibility.
Documentation readiness.
Regulatory processing.
Visa or authorization procedures.
Final travel readiness.

A candidate should not be regarded as fully deployable until the required stages have been completed.

10. Pre-Deployment Preparation

Before travel, candidates may pass through preparation processes relevant to their role and destination.

These may include:

Interviews and screening.
Identity and document verification.
Skills assessment.
Medical examinations.
Training.
Orientation.
Contract-related preparation.
Travel-readiness checks.

The purpose of these stages is to support compliant and better-prepared recruitment.

Completion of one stage does not guarantee successful completion of all remaining stages.

11. Documentation and Administrative Processing

International recruitment requires documents to move through different administrative and regulatory processes.

Within its role, BMG may coordinate documents related to:

Candidate identification.
Employment.
Medical requirements.
Training.
Visa processing.
Government approvals.
Embassy or consular procedures.
Travel.
Other recruitment requirements.

BMG will make reasonable efforts to prepare and coordinate documentation accurately.

However, the final acceptance, approval, issuance, or processing of documents controlled by government authorities or independent institutions remains subject to those entities.

12. Deployment, Travel and Handover

Once the applicable recruitment stages are complete, BMG may coordinate candidate mobilization and departure.

This may involve:

Final file checks.
Confirmation of travel readiness.
Flight coordination.
Pre-departure instructions.
Departure scheduling.
Communication with the receiving partner.
Arrival or handover coordination where applicable.

Travel arrangements can change due to airline schedules, regulatory procedures, documentation issues, government decisions, or other circumstances outside BMG's reasonable control.

13. Responsibilities of the Receiving Partner

A successful recruitment relationship requires clear responsibility on both sides.

The receiving partner is expected to:

Provide accurate workforce specifications.
Confirm genuine and lawful employment opportunities.
Communicate correct salary and contractual conditions.
Obtain the licenses or approvals required within its jurisdiction.
Complete destination-country procedures falling under its responsibility.
Handle candidate information confidentially.
Respect agreed employment conditions.
Comply with applicable worker-protection and employment requirements.

BMG manages responsibilities falling within its recruitment role in Ethiopia. The receiving partner remains responsible for obligations arising within its own destination market.

14. Commercial Terms and Payment

Prices displayed, discussed, or estimated before commercial confirmation are informational and may change according to the requirements of a specific order.

Factors affecting commercial terms may include:

Worker category.
Order volume.
Destination market.
Recruitment requirements.
Documentation.
Medical or training requirements.
Travel coordination.
Additional requested services.

Final pricing, payment schedules, deposits, volume arrangements, credits, or other financial conditions should be confirmed in writing.

Where a quotation, contract, invoice, or partnership agreement specifies commercial terms for a particular order, those specific terms apply to that transaction.

15. Timelines Are Planning Estimates

BMG may provide expected recruitment or deployment timelines to help partners plan their workforce requirements.

Unless expressly confirmed as a binding commitment in writing, these timelines are estimates.

Recruitment schedules may be affected by:

Candidate availability.
Screening.
Medical procedures.
Training.
Document processing.
Visa approvals.
Government procedures.
Embassy processing.
Flight availability.
Changes in destination-country requirements.

BMG will make reasonable efforts to communicate significant changes affecting an active confirmed order.

16. Withdrawal, Substitution and Interrupted Orders

Recruitment circumstances may change after a candidate has entered the process.

Where a candidate withdraws or becomes ineligible or unavailable, BMG may seek to provide another suitable candidate where reasonably possible.

The treatment of substitutions, cancellations, refunds, credits, or interrupted orders depends on the circumstances and any specific commercial agreement governing the transaction.

Relevant factors may include:

The stage reached in recruitment.
Costs already incurred.
Cause of cancellation or withdrawal.
Candidate availability.
The applicable partnership agreement.
Written commercial conditions.

These general Terms do not replace specific cancellation or replacement provisions agreed for an individual order.

17. Responsible Recruitment Standards

BMG expects recruitment activity conducted through its network to be legitimate, transparent, and respectful of candidate rights.

Partner organizations must not use BMG services to support:

False or misleading employment offers.
Unauthorized recruitment.
Exploitative arrangements.
Deceptive changes to agreed job conditions.
Improper use of candidate documents.
Any activity that violates applicable recruitment or employment requirements.

Where BMG identifies serious concerns regarding the legitimacy of an order or the treatment of candidates, it may pause or refuse further processing.

18. Confidential Information and Candidate Records

During a business relationship, BMG and its partners may exchange confidential information.

This may include:

Candidate profiles.
Identification documents.
Demand letters.
Workforce plans.
Commercial quotations.
Pricing arrangements.
Business correspondence.
Recruitment records.

Such information should be used only for the purpose for which it was provided and should not be distributed to unauthorized persons.

Candidate personal data must also be handled in accordance with applicable privacy requirements and BMG's Privacy Policy.

19. Acceptable Use of the Website

Users may access the website for legitimate information, partnership, and recruitment-related purposes.

Users must not:

Attempt unauthorized access to the website or its systems.
Disrupt website functionality.
Introduce malicious software or harmful code.
Extract website data through unauthorized automated methods.
Misrepresent their identity or organization.
Use forms to submit fraudulent or abusive requests.
Use website content for unlawful purposes.

BMG may restrict access where misuse threatens the website, its systems, users, candidates, or business activities.

20. Ownership of Website Content

Unless otherwise stated, original website materials belong to BMG or are used with appropriate authorization.

This includes:

Written content.
Images.
Graphics.
Branding.
Logos.
Service descriptions.
Page layouts.
Recruitment materials.

Content may not be copied, republished, redistributed, modified for commercial use, or presented as belonging to another business without appropriate permission.

21. Matters Outside BMG's Control

International recruitment relies on multiple independent organizations and systems.

Certain results or timelines may depend on:

Government authorities.
Embassies and consulates.
Visa systems.
Medical providers.
Training providers.
Airlines.
Partner agencies.
Technology providers.
Regulatory changes.
Travel restrictions.

BMG cannot guarantee decisions or outcomes that are exclusively controlled by an independent authority or third party.

We remain responsible for making reasonable efforts to manage the recruitment activities falling within our own control.

22. Suspension or Ending a Business Engagement

BMG may suspend or discontinue an engagement where continuing the relationship creates a serious operational, commercial, legal, or compliance concern.

Reasons may include:

False business information.
Unverified authorization.
Serious misuse of candidate data.
Breach of agreed commercial obligations.
Outstanding confirmed payments.
Unlawful recruitment instructions.
Material misrepresentation of employment conditions.
Serious concerns about candidate or worker welfare.

Where appropriate, BMG may first seek clarification or resolution with the partner before ending cooperation.

23. Limitations Relating to Website and Recruitment Services

BMG aims to provide accurate information and professional recruitment support.

However, information made available through the website should not be interpreted as an unconditional guarantee of candidate availability, pricing, regulatory approval, recruitment outcome, or deployment date.

To the extent permitted by applicable law, BMG is not responsible for indirect or consequential losses resulting solely from website unavailability or circumstances outside its reasonable control.

Nothing in these Terms excludes any responsibility that cannot lawfully be excluded.

24. Written Agreements Take Priority

These Terms provide the general framework for BMG's website and recruitment relationships.

Individual engagements may also be governed by:

Partnership agreements.
Workforce orders.
Demand letters.
Quotations.
Invoices.
Service agreements.
Other approved written arrangements.

If a specific written agreement contains provisions dealing with a particular transaction, those specific provisions take priority for that transaction where they differ from these general Terms.

25. Governing Law and Disputes

These Terms & Conditions are governed by the applicable laws of Ethiopia.

BMG and its business partners are encouraged to address disagreements first through direct professional communication and attempt to reach a practical resolution.

If a dispute relating to these Terms cannot be resolved through mutual discussion, it may be submitted to the competent courts of Addis Ababa, Ethiopia, unless a separate written agreement establishes another lawful dispute-resolution process.

26. Changes to These Terms

BMG may revise these Terms when necessary to reflect changes in:

Recruitment operations.
Applicable requirements.
Business processes.
Website functionality.
Service arrangements.
Partnership practices.

The version published on the website will apply to future use of the site and services.

A transaction already governed by a separate written agreement remains subject to the applicable terms of that agreement.

27. Contact BMG

For questions about these Terms & Conditions, an existing workforce order, or a prospective recruitment partnership, contact BMG through our official business channel:

BMG FOREIGN EMPLOYMENT AGENT PLC

Email: info@bmg-agency.com

Partners are encouraged to confirm workforce requirements, commercial conditions, and any special instructions in writing before recruitment activity begins.