Recruitment Disclaimer Policy

1.1RSL may recruit candidates directly or may engage independent recruitment consultants, agencies or service providers for limited recruitment-support activities such as candidate sourcing, application management, preliminary screening, preliminary interviews, assessments and interview coordination.

1.2Engagement of a recruitment-support service provider does not authorize such service provider to appoint candidates or make binding employment commitments on behalf of RSL unless expressly authorized by RSL in writing.

1.3RSL retains exclusive authority over final evaluation, selection, rejection, compensation, employment terms, appointment and joining of candidates.

1.4Participation in any recruitment process does not create a right, assurance, legitimate expectation or guarantee of employment with RSL.

2.1RSL may from time to time engage third-party recruitment-support service providers, including Brandexo Global Private Limited (“BGPL”), for specifically authorized recruitment activities.

2.2Such service providers act as independent service providers and are not, merely by virtue of providing recruitment-support services:

1. a.employees of RSL;
2. b.subsidiaries of RSL;
3. c.partners of RSL;
4. d.joint-venture partners of RSL; or
5. e.agents having general authority to bind RSL.

2.3A recruitment service provider may perform only such functions as have been authorized by RSL for the relevant recruitment process.

3.1No recruitment consultant, service provider, intermediary, employee of a third-party agency or other person is authorized to guarantee:

1. a.employment with RSL;
2. b.an interview with RSL;
3. c.shortlisting;
4. d.selection;
5. e.a particular salary or designation;
6. f.an appointment letter; or
7. g.a joining date,

unless the relevant communication is expressly issued or authorized by RSL through an authorized representative.

3.2Preliminary screening, recommendation, assessment or shortlisting by BGPL or another recruitment-support provider does not constitute selection by RSL.

3.3Candidates should not rely upon any representation that payment of money, registration with an agency, completion of an assessment or interaction with a recruitment consultant guarantees employment with RSL.

4.1RSL retains the exclusive right to determine whether a candidate satisfies its recruitment requirements.

4.2RSL may, subject to applicable law and its recruitment requirements:

1. a.accept or reject a candidate;
2. b.require further interviews or assessments;
3. c.undertake background or credential verification;
4. d.modify, postpone, suspend or cancel a vacancy; or
5. e.discontinue a recruitment process.

4.3No candidate shall be regarded as selected, appointed or employed by RSL merely because the candidate:

1. a.submitted an application;
2. b.paid a lawful charge to an independent service provider for a separately identifiable service;
3. c.passed a preliminary screening or assessment;
4. d.was shortlisted;
5. e.attended an interview; or
6. f.received a recommendation from a recruitment consultant.

4.4An employment relationship with RSL shall arise only pursuant to employment documentation issued or expressly authorized by RSL and subject to the terms stated therein and applicable law.

5.1RSL does not require candidates to pay any application fee, registration fee, recruitment fee, interview fee, placement fee, security deposit or other amount merely for applying for, being considered for, interviewing for or obtaining employment with RSL.

5.2Candidates should treat with caution any representation that payment of money to a person or organization is required by RSL as a condition for securing an interview, selection, appointment or employment.

5.3No third-party recruitment service provider is authorized to collect money on behalf of RSL unless specifically authorized by RSL in writing.

6.1An independent recruitment-support service provider may, where permissible under applicable law and subject to its contractual arrangements with RSL, separately provide certain identifiable services directly to candidates.

6.2Any such service shall be separate from RSL’s decision concerning interview, selection or employment.

6.3Where a third-party service provider charges a candidate for a separately identifiable service, candidates should be informed before payment of:

1. a.the identity of the entity collecting the money;
2. b.the nature of the service;
3. c.the amount payable and applicable taxes;
4. d.applicable terms and conditions;
5. e.applicable refund/cancellation terms; and
6. f.the fact that payment does not guarantee interview, selection, appointment or

employment with RSL.

6.4RSL does not receive such amount merely because the service relates to a candidate applying for an RSL vacancy, unless expressly disclosed otherwise.

6.5Any payment made to an independent third-party service provider for its separately identifiable services does not guarantee or improve the candidate’s prospects of employment with RSL.

6.6RSL's contractual approval, if any, permitting a third-party service provider to offer a separately identifiable candidate-paid service shall not constitute a representation or warranty by RSL concerning the legality, quality or suitability of such service. The third-party service provider remains responsible for compliance with applicable law in respect of services and charges independently provided or levied by it.

Where Brandexo Global Private Limited (BGPL) is engaged in connection with an RSL recruitment process:

7.1BGPL acts as an independent recruitment-support service provider.

7.2BGPL may undertake preliminary activities such as application management, screening, candidate interaction, preliminary interviews, RSL-approved assessments, shortlisting and interview coordination.

7.3BGPL does not have authority merely by virtue of its engagement to:

1. a.guarantee employment with RSL;
2. b.guarantee an RSL interview;
3. c.guarantee selection;
4. d.determine salary or employment conditions;
5. e.negotiate employment terms on behalf of RSL;
6. f.issue an RSL appointment/offer letter; or
7. g.bind RSL to employ a candidate.

7.4Any candidate-facing charge independently levied by BGPL shall be governed by BGPL's applicable terms, disclosures and refund/cancellation policy and shall remain subject to applicable law.

7.5Questions, complaints, refunds or disputes concerning amounts independently collected by BGPL should ordinarily be raised directly with BGPL through its notified grievance mechanism.

7.6Nothing in this clause limits a candidate's statutory rights or right to approach RSL where BGPL's conduct is alleged to involve misuse of RSL's name, brand, recruitment process or purported authority.

8.1Candidates should remain alert to recruitment fraud.

Potential warning signs include:

1. a.promises of guaranteed employment in exchange for payment;
2. b.demands for money represented as being required by RSL without verifiable authorization;
3. c.fake appointment or offer letters;
4. d.communications from suspicious or unverifiable accounts;
5. e.requests to transfer money to personal bank accounts or wallets while representing the payment as being made to RSL;
6. f.unauthorized use of RSL's name, logo or employee identities; and
7. g.requests for unnecessary sensitive personal or financial information.

8.2Use of RSL's name, logo, trademark, vacancy description or other branding by itself does not establish that a communication or recruitment offer is genuine.

8.3Candidates should independently verify suspicious recruitment communications before making payments, sharing sensitive information or acting upon an alleged employment offer.

9.1RSL shall not be bound by forged, fabricated, altered or unauthorized employment documents.

9.2An offer or appointment letter purportedly issued by RSL should be treated as genuine only where it has been issued or expressly authorized through RSL's authorized recruitment process.

9.3RSL reserves the right to verify any purported RSL offer, appointment or joining communication brought to its attention.

10.1Candidates may be required to provide personal information for legitimate recruitment and employment-related purposes.

10.2Candidates should provide accurate and complete information.

10.3Submission of false, fabricated, forged or materially misleading information may result in rejection of candidature or such other action as may be permissible under applicable law.

10.4Personal data submitted through an authorized recruitment process shall be processed in accordance with applicable data-protection requirements and relevant privacy notices.

10.5Candidates should avoid transmitting unnecessary sensitive information to unverified persons claiming to represent RSL.

11.1RSL vacancies may, where authorized, appear on websites, portals or platforms operated by independent third parties.

11.2Such third-party platforms may have their own terms of use, privacy policies, security practices and service conditions.

11.3RSL shall not be responsible for independent services, representations or charges of an unauthorized third party merely because that third party refers to RSL or reproduces publicly available information concerning an RSL vacancy.

RSL reserves the right, subject to applicable law, to modify, postpone, suspend, withdraw or cancel a vacancy or recruitment exercise.

Submission of an application, participation in screening or attendance at an interview does not oblige RSL to complete the recruitment exercise or appoint a candidate.

RSL may undertake or cause to be undertaken such verification of qualifications, experience, identity, credentials, references and other information as may be appropriate for the relevant position and permissible under applicable law.

Selection or an offer may be made subject to satisfactory completion of applicable verification requirements.

Candidates who receive a suspicious communication purportedly relating to employment with RSL are encouraged to refrain from making payment or sharing sensitive information until the communication has been verified.

Suspected:

1. a.recruitment fraud;
2. b.fake vacancies;
3. c.fake offer/appointment letters;
4. d.unauthorized demand for money;
5. e.misuse of RSL's name or logo;
6. f.impersonation of an RSL representative; or
7. g.misleading guarantees of employment,

may be reported to:

Royal Sense Limited – Recruitment/HR Grievance Contact

Email

[email protected]

Telephone

+91-8860601013

Address

1st Floor, C-7, Phase-3, Badli Industrial Area, Delhi-110042

Candidates should, where possible, preserve relevant emails, messages, screenshots, payment receipts and other evidence.

Nothing contained in this Disclaimer is intended to exclude, restrict or waive any right or remedy that cannot lawfully be excluded, restricted or waived.

Nothing contained herein shall prevent a candidate from approaching an appropriate governmental, regulatory, judicial or law-enforcement authority where entitled to do so.

This Disclaimer, a job advertisement, candidate registration, application, preliminary screening, assessment, shortlisting or interview shall not by itself constitute an employment contract between RSL and any candidate.

Where a candidate is selected, the candidate's employment relationship with RSL shall be governed by the applicable offer/appointment letter, employment terms, RSL policies and applicable law.

This Recruitment Disclaimer does not modify an employment contract duly executed or issued by RSL.

RSL may amend this Recruitment Disclaimer from time to time to reflect changes in its recruitment process, service-provider arrangements or applicable legal requirements.

The version published through RSL's authorized channel from time to time shall apply prospectively to the extent permitted by law.

This Recruitment Disclaimer shall be governed by the laws of India.

Where an acknowledgement is required as part of an online recruitment/application process, the candidate may be required to confirm:

“I confirm that I have read and understood the Royal Sense Limited Recruitment Disclaimer. I understand that submission of an application, participation in screening or assessment, payment for any separately identifiable service provided by an independent third party, shortlisting or interview does not guarantee employment with Royal Sense Limited. I understand that only Royal Sense Limited, acting through its authorized representatives, can make a final employment offer.”

ROYAL SENSE LIMITED

Registered Office

C-7, Phase-3, Badli Industrial Area, Delhi-110042

Corporate Identification Number (CIN)

L21006DL2023PLC412051

Recruitment/HR Email

[email protected]

Website

www.royalsense.in