Integrity Statement

The lines we do not cross

We sit between two parties who trust us with a great deal: clients who put their teams in our hands, and talent who put their careers in ours. That position only works if neither side ever has to wonder whose interests we are serving. These are the lines we do not cross, in writing, so that both can hold us to them.

No bribes, no kickbacks

Nobody at MixWork accepts money, gifts or favours from a candidate, an employee or a client contact in connection with a hiring decision, a placement, a review or a recommendation.

Candidates and talent never pay

Our clients pay for recruitment and employment. We never charge a candidate or an employee a fee, an upfront payment or a share of their salary for a job, an interview or a placement.

Assessments are not free work

Candidate assessments test ability. They are never used as real work, and every recruitment client signs an undertaking to that effect before we start.

Selection on merit, never on favour

Every candidate is assessed against the same criteria by the same process. Nobody is shortlisted because of who they know, who referred them or who they are related to.

We do not recruit from the people we serve

We do not approach a client’s employees, or talent we have placed, to move them to another client.

We tell both sides the truth

Candidates see an honest picture of the role, the pay and the employer. Clients see an honest picture of the candidate, strengths and gaps alike.

Compliance done before, not after

Contracts, payroll, tax and statutory contributions are set up correctly from day one, on the full declared salary. We get it right before anyone has to ask.

Professional in every dealing

We respond, we keep our word and we take every piece of feedback seriously, whoever it comes from. A complaint from a candidate gets the same attention as one from a client.

What We Will and Will Not Do, and How to Hold Us to It

By the MixWork Team · Last updated 31 October 2026

Recruitment and employment outsourcing run on information one side has and the other does not. A candidate cannot see how their application was handled. A client cannot see every conversation we have on their behalf. That gap is where the bad habits common in recruitment live: placement fees quietly charged to candidates, “trial tasks” that are really unpaid work, candidates recycled between competing clients, CVs polished past the point of accuracy. This page is our commitment that none of that happens here, and it tells you what to do if you believe it has.

It applies to every member of MixWork staff, in Singapore and in Jakarta, across all our services.

01 · Bribes, kickbacks and gifts

No member of MixWork staff may accept money, gifts, hospitality, favours or any other benefit from a candidate, an employee, a prospective employee or a client contact where that benefit is connected to a hiring decision, a placement, a salary recommendation, a performance review or a referral. The same applies to offering such a benefit on MixWork’s behalf.

In practice this means:

A candidate cannot improve their chances of a shortlist or an offer by paying anyone at MixWork, directly or through an intermediary.
Talent employed through MixWork cannot buy a better review, a faster promotion or a softer exit.
Our staff declare any personal or family relationship with a candidate before that candidate is assessed, and step out of the process.
Referral arrangements with third parties, where they exist, are written down and disclosed to the client.
Modest, open hospitality in the ordinary course of business (a coffee, a working lunch) is fine. Anything that could be read as an inducement is not, whatever its value.

We take the same position with suppliers, landlords and vendors. Our people do not take commissions from anyone we buy from on a client’s behalf.

02 · Candidates and talent never pay

Our clients pay for recruitment and employment. We never charge a candidate or an employee a fee, an upfront payment, an administration charge or a share of their wages for a job, an interview, a placement, a visa process or onboarding. We do not deduct anything from an employee’s salary beyond the statutory items the law requires and any voluntary item the employee has asked for in writing.

The gross salary agreed with the client is the gross salary written into the employee’s contract. Our fee is charged to the client separately, and is never taken out of anyone’s pay.

If anyone claiming to act for MixWork asks you for money to secure a job, they do not act for MixWork. Tell us, and keep the message.

03 · Assessments test ability. They are not unpaid work.

Skills assessments are part of how we recruit well, and a good assessment is close enough to the real job to be useful. That closeness is also how assessments get abused, with “take-home tasks” that turn out to be live client work handed out for free.

Our rules:

Assessments are designed to be completed in a bounded period, are the same for every candidate at the same stage of the same search, and are scored against a fixed rubric.
Assessments are never based on a client’s live, unfinished or commercially sensitive work, and nothing a candidate produces in an assessment is used by MixWork or by the client for any commercial purpose.
Every recruitment client signs an undertaking, before we begin, that candidate assessments and their outputs will not be used as real work.
Candidates are told what the assessment is for, how long it should take and what happens to their work.
Candidates who complete an assessment can ask for feedback on it, and we give it.

If you have completed an assessment for a MixWork process and later found your work in use, we want to know. See “Raising a concern” below.

04 · Selection on merit, never on favour

Every candidate in a MixWork process is assessed against the same criteria for the role, through the same stages, by people who have declared that they have no personal interest in the outcome. Nobody is shortlisted, advanced or offered a role because of who they know, who referred them, who they are related to or what they might do for us later. A referral from a client, a colleague or a friend gets a candidate into the process. It does not carry them through it.

We shortlist on skill, experience and fit for the role. We do not filter candidates by religion, ethnicity, age, gender, marital status, pregnancy, disability or appearance, and we do not require photographs, family status or religion on application forms. Where a brief contains a requirement of that kind, we ask the client to remove it. If they will not, we do not take the brief.

We do not ask candidates to disclose their current salary as a condition of being considered, and we do not pass salary history to clients without the candidate’s consent.

05 · We do not recruit from the people we serve

Clients need to know that bringing us in does not put their existing team on our radar. Talent need to know that we will not unsettle a placement we made in order to make another one.

So we do not source from a client’s team, whether or not we placed them, for a role with anyone else. We do not approach talent we have placed, or anyone employed through MixWork, to move them to another client. This holds for the life of our relationship with the client and for a reasonable period after it ends.

Two honest caveats. We cannot know every person every client employs, so if we contact one of your people without knowing they work for you, tell us and we withdraw at once. And a person who approaches us themselves, of their own accord, about a role elsewhere is free to do so. We treat that conversation as confidential and we do not use anything we learned through the client to help it along.

06 · We tell both sides the truth

Candidates receive an accurate description of the role, the reporting line, the working arrangement, the pay range and the employer’s situation. We do not advertise roles that do not exist in order to collect CVs. Where a client asks to stay anonymous until the shortlist stage, we say so.

Clients receive an accurate account of each candidate. We do not edit CVs for substance, we do not overstate experience or language ability, and we report what we found in reference checks, and in any background checks the client has asked for, whether or not it helps the placement. If we have doubts about a candidate’s fit, the client hears them before they decide, not after.

Our own claims are held to the same standard. Every figure about our services or a competitor’s on our comparison pages is sourced and dated, as set out in our comparison methodology.

07 · Compliance done before, not after

Most compliance failures in outsourced employment are things left until somebody asked: a contract signed after the start date, a registration filed late, a contribution calculated on the wrong base and corrected only at audit. We do not run that way.

Every person employed through MixWork is a permanent, full-time employee on a compliant Indonesian employment contract, signed before they start. We do not offer contractor, part-time or fixed-term employment, and we do not use probation to avoid the obligations that come with permanent employment. Registrations, payroll, tax withholding and statutory contributions are set up correctly from the first month, calculated on the employee’s full agreed salary and paid in full and on time. We do not split pay between a declared and an undeclared component to reduce contributions, and we will not do so at a client’s request.

When the rules change, we change our practice ahead of the effective date and tell affected clients and employees what is changing and why, rather than waiting for a problem to surface.

Where a client asks for something that would put an employee outside the protection the law gives them, we explain why we cannot do it and offer a compliant route instead. If there is no compliant route, we decline the work.

08 · Professional in every dealing

We treat candidates, employees, clients and suppliers with the same courtesy, whether or not there is money in it for us. In practice that means we reply to every message, we show up to what we schedule, we say when we do not know something, and we keep the commitments we make. Every candidate we have interviewed hears the outcome from us, with a reason where we can give one, rather than hearing nothing.

We take every piece of feedback seriously, whoever it comes from and however it reaches us. A complaint from a candidate about how an interview was run gets the same attention as a complaint from a client about a placement. Feedback is logged, read by someone senior, acted on where it points to something we should change, and answered.

Confidentiality

Client information, including hiring plans, team structures, pay bands and commercial terms, is used only to deliver the work the client engaged us for. Candidate information is shared only with the client whose role the candidate has agreed to be considered for, and only for that role. We do not sell, rent or trade personal data, and we keep it no longer than we need it. Personal data moves between our Singapore and Jakarta offices under written safeguards, and our privacy policy describes how.

Raising a concern

If you believe anyone at MixWork has acted against this statement, whether you are a candidate, an employee, a client or a member of our own team, email support@mixwork.co with what happened, when, and anything you can share to help us look into it. You can write in English or Bahasa Indonesia.

Every report is read by a senior member of the team, and where the report concerns a member of staff, by someone who was not involved in the matter. We will acknowledge it, look into it, and tell you what we found. Nobody who raises a concern in good faith will be penalised for doing so, and retaliation against someone for raising one is treated as serious misconduct.

Where a report involves a crime, we cooperate with the relevant authorities in Singapore and Indonesia.

What this statement is

This page is a statement of the standards we hold ourselves to. It is not a contract or a legal policy, and it is written in plain language on purpose. Our signed agreements with clients and talent set out the contractual position in full and prevail over any summary here.

Frequently asked questions

Does MixWork ever charge candidates or employees?

No. Our clients pay for recruitment and employment. We never charge a candidate or an employee a fee, an upfront payment or a share of their salary for a job, an interview, a placement or onboarding. If anyone asks you for money to get a job through MixWork, they are not acting for us. Tell us at support@mixwork.co.

Will my assessment be used as real work?

No. Assessments are bounded, standardised exercises scored against a fixed rubric. They are never based on a client’s live work, and nothing you produce is used commercially by MixWork or the client. Every recruitment client signs an undertaking to that effect before we start.

I was referred by someone at MixWork or at the client. Does that help me?

It gets you into the process. From there you are assessed on exactly the same criteria as every other candidate, by people who have declared no personal interest in the outcome. A referral never carries anyone through.

I run a team hired through MixWork. Will you approach my people for other roles?

No. We do not source from a client’s team, or from talent we have placed, for roles with anyone else, for as long as we work together and for a reasonable period afterwards. If we ever contact one of your people without knowing they work for you, tell us and we withdraw. Someone who contacts us themselves is free to do so, and even then we do not use anything we learned through you to help.

Can a client ask you to filter candidates by age, gender, religion or marital status?

They can ask. We will explain why we cannot, and ask for the requirement to be removed. If it stays, we do not take the brief.

What does “compliance done before, not after” mean in practice?

Contracts are signed before the start date, registrations and payroll are set up correctly in the first month, and contributions are calculated on the full agreed salary from day one. When regulations change, we update our practice ahead of the effective date and tell clients and employees what is changing.

What happens if I report a concern?

A senior member of the team reads it, acknowledges it, looks into it and tells you what we found. Where the report concerns a member of staff, it is handled by someone who was not involved. Nobody who raises a concern in good faith is penalised for doing so.

Is this statement part of my contract?

No. It describes the standards we hold ourselves to, in plain language. Your signed agreement sets out the contractual position and prevails over any summary here.