Standards before scale.

Scope, roles and responsibility

Connect Everest provides recruitment marketing, market-development support, business introductions and consultancy. Unless a signed agreement expressly states otherwise, we do not employ or supply workers, make hiring decisions, accept job applications through this website, issue visas or provide regulated immigration advice. The legal framework depends on the activities actually carried out, not only the label an organisation uses, so each engagement should define roles and responsibilities in writing before work begins.

Employers, recruitment agencies and professional advisers remain independent organisations. Each party is responsible for its own licensing, legal duties, decisions, contracts, payments and professional advice. An introduction is not an endorsement or guarantee.

Official reference: Immigration Advice Authority — role and regulation.

Ethical recruitment commitment

We aim to support recruitment relationships that are lawful, transparent and based on informed choice. Before an opportunity is promoted, the parties should clarify the employer, role, workplace, location, duties, hours, expected pay, lawful deductions, accommodation arrangements, selection method and any material conditions known at that stage.

• No false job, visa, salary or processing-time promises.
• No withholding of material role information.
• No pressure to sign or pay before terms can be understood.
• No requirement to purchase an additional service as a condition of access to work-finding.
• Material changes should be communicated promptly to every affected party.

Official references: Fair Work Agency guidance on the Conduct Regulations and the ILO General Principles for Fair Recruitment.

Worker welfare and informed choice

People considering international work should receive information in language they can understand and have a reasonable opportunity to ask questions. Recruitment partners and employers should plan proportionate selection, safe communication, pre-departure orientation, arrival information, workplace induction and a route for raising concerns without retaliation.

Passports and original identity documents should remain with their owner except where temporary handling is lawfully required and clearly explained. No person should be asked to send sensitive documents through the public website form or an unsolicited message.

Where a role involves travel, living away from home, regulated qualifications or work with vulnerable people, the parties should identify and satisfy any additional legal and safeguarding duties before proceeding.

Anti-slavery and human-trafficking commitment

We oppose forced labour, debt bondage, document confiscation, deceptive recruitment, unlawful fees, threats and human trafficking. We expect business partners to maintain the same position and to investigate credible concerns.

Risk indicators may include unexplained worker debt, payments to unapproved intermediaries, substituted contracts, restricted freedom of movement, retained passports, threats linked to immigration status or pay withheld as a means of control. A credible concern should pause the relevant activity while it is assessed and, where appropriate, referred to competent authorities or specialist support.

This is a voluntary commitment and must not be read as a statutory annual modern-slavery statement. UK law requires an annual statement from commercial organisations meeting the applicable criteria, including the current £36 million turnover threshold.

Official reference: GOV.UK guidance on annual modern-slavery statements.

Equality, dignity and non-discrimination

Recruitment-related decisions should use objective, role-related criteria. We do not support instructions or marketing that unlawfully discriminate. Employers and partners should consider reasonable adjustments, accessible formats and a consistent selection process.

People should be treated with dignity regardless of age, disability, gender reassignment, marriage or civil partnership, pregnancy or maternity, race, religion or belief, sex or sexual orientation, subject to any lawful and objectively justified occupational requirement.

Official reference: Equality Act 2010 guidance. Separate rules apply in Northern Ireland and other destination countries.

Data protection, international transfers and cookies

We aim to collect only the information needed for a defined enquiry or service, explain why it is used, restrict access and avoid retaining it for longer than necessary. Our Privacy Notice explains the current website enquiry flow, lawful bases, sharing, retention and individual rights.

Information should not be transferred to an overseas partner merely because an introduction is possible. The purpose, parties, minimum data, security and lawful transfer mechanism should be considered first. Where EU GDPR applies, additional duties may apply; the relevant scope should be confirmed before targeted processing begins.

This website does not currently use advertising or analytics cookies. If non-essential cookies are introduced, they must not be set for UK users before valid consent, and the notice and controls must be updated.

Official references: ICO international-transfer guidance, ICO cookie guidance and the European Commission’s GDPR principles.

Complaints and concerns

Concerns about our communication, conduct, privacy or an introduction may be sent to buddha@connecteverest.co.uk. Please explain what happened, relevant dates, who was involved and the outcome you are seeking. Do not email passports, bank details or other sensitive evidence until a secure method has been agreed.

We will acknowledge a complaint as soon as reasonably practicable, review information impartially, keep a proportionate record and explain the outcome or next step. Where a matter belongs to an independent employer, recruitment agency, regulated adviser, regulator or public authority, we may direct the complainant to the appropriate organisation.

Privacy concerns may also be raised with the Information Commissioner’s Office. Concerns about UK immigration advisers can be checked through the IAA adviser finder.

Recruitment fraud warning

Connect Everest does not sell jobs, visas or work permits and does not guarantee selection. Be cautious if somebody claims otherwise, demands urgent payment, uses an unrelated email domain, refuses to identify the employer, offers unusually high pay without a clear role or asks for passwords, one-time codes or bank access.

• Verify the sender through the contact details published on this website.
• Check the employer, agency and adviser independently.
• Do not rely on a social-media message as evidence of a job or visa.
• Do not send money or identity documents until the organisation and purpose are verified.
• Report suspected impersonation to us and to the relevant platform or authority.

Accessibility statement

We aim to make this website usable with keyboard navigation, visible focus indicators, readable contrast, scalable text, descriptive headings and reduced-motion preferences. If information is difficult to access, contact us and tell us the page, format and adjustment that would help.

This statement describes our current aim; it is not a claim of formal certification. We will review material accessibility problems reported to us and make reasonable improvements where practicable.