Orvanta Partners GroupRecruiting & Talent Acquisition Policy

Purpose & Scope

This policy defines the standard operating procedures for attracting, sourcing, evaluating, and hiring new talent at Orvanta Partners Group. It applies to all full-time, part-time, and contractual hiring initiatives across all departments.

Equal Employment Opportunity (EEO) & Diversity

• Fair Treatment: Orvanta Partners Group is committed to providing equal employment opportunities. All hiring decisions must be made without regard to race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, or veteran status.
• Objective Evaluation: Candidates must be assessed strictly on merit, qualifications, skill alignment, and core competencies.

The Recruitment Process

All requisitions must follow these sequential steps to ensure transparency and consistency:

• Requisition Approval: Before a job is posted, the hiring manager must submit a Job Requisition Form detailing budget, salary range, and job description, approved by the Department Head and Finance.
• Internal First: To encourage career growth, all open positions will be posted internally on the company portal for 5 business days before being advertised externally.
• Sourcing & Posting: Approved roles will be published on the company careers page and selected external boards, explicitly stating the workplace location status (onsite, hybrid, or remote boundaries).

Interview & Selection Standards

• Panel Diversity: Interviews must be conducted by a panel of at least two trained interviewers to minimize individual bias.
• Structured Questions: Hiring managers must use a standardized list of behavioral and situational questions mapped to the job requirements.
• Assessments: Any technical or skills-based test must be strictly job-related, take no longer than two hours to complete, and be graded against a standardized rubric.

Background Checks & References

• Timing: Professional reference checks and background screenings (criminal, employment verification, and educational) will only be conducted after a conditional offer of employment has been extended and accepted.
• Compliance: All background checks will comply with local privacy and labor laws (e.g., Fair Credit Reporting Act, GDPR, or local data protection acts).

Offers of Employment

• Authority: Formal offer letters may only be generated and extended by the Human Resources/Talent Acquisition Team. Verbal offers made by hiring managers are not legally binding.
• Salary Caps: Offers must fall within the pre-approved budgetary range for the role. Any deviations require written approval from the Chief Financial Officer (CFO).