Terms of Service

Rise92 Service Agreement

Preamble — How we think about this document

Rise92 exists to put exceptional Pakistan-origin professionals in front of the teams that need them, either as direct hires or through an employer-of-record arrangement we run for you. Our whole model is built on trust: a careful role briefing, a short list of people we actually know, and pricing that doesn’t bury commissions in salary markups.

This agreement is the legal version of that trust. It covers the small number of situations where things don’t go as planned: delays, disputes, early exits, the rare bad fit. We’ve tried to keep it plain and honest. Where something in here conflicts with your Talent Authorization Form, Order Form, Proposal, or Statement of Work, that commercial document wins.

PLEASE READ CAREFULLY. This agreement includes provisions about the scope of our services, payment terms, liability limits, and dispute resolution. Section 11 requires binding arbitration for most disputes and waives your right to participate in a class action.

This is the Rise92 Terms of Service. You accept these terms by doing any of the following: (1) submitting an intake form, pricing request, Talent Authorization Form, or contact form on rise92.com or any Rise92-operated page, (2) clicking a button, checkbox, or link indicating acceptance, (3) signing a Talent Authorization Form, Order Form, proposal, or Statement of Work that references these terms, or (4) using the Rise92 Services in any capacity. If you’re accepting on behalf of a company, you represent that you have authority to bind that company. The commercial terms for a particular engagement (fees, scope, deliverables, start dates) live in the Talent Authorization Form (for Talent Concierge) or the Order Form, Proposal, or Statement of Work. Those commercial documents and this Agreement are meant to be read together.

Who Rise92 is. “Rise92” is a customer-facing brand and trade name of Creative Chaos North America LLC, a Delaware limited liability company headquartered in Massachusetts. Throughout this Agreement, “Rise92” means Creative Chaos North America LLC, and Rise92 is the sole counterparty to you under this Agreement. For Employment Concierge and PeopleOps Concierge engagements, Rise92 engages its Pakistan operating affiliate as a subcontractor to act as the legal employer of record in Pakistan under Pakistan labor law.

1. What Rise92 Provides

1.1. Talent Concierge

Talent Concierge is a success-based recruitment service. We source, screen, and introduce qualified professionals for your direct hire. The engagement begins when the Client submits a signed Talent Authorization Form to Rise92 for a specific role or set of roles. The Talent Authorization Form records the role scope, target compensation range, timing, and any role-specific terms. Here’s what the engagement looks like:

• Role calibration. A working session where we align on the role, outcomes, compensation range, and timing.
• Shortlist. We present one or two hand-selected professionals per role, each with a narrative dossier covering experience, communication, and relevant background.
• Interview coordination. We schedule up to three rounds of interviews per candidate and provide compensation guidance.
• Replacement guarantee. If within sixty days of the professional’s start date any of the following happens, we will run one replacement search at no additional fee: (a) the professional leaves voluntarily, (b) you or Rise92 terminate for cause, or (c) you determine in good faith that the fit is not working. See §1.1.1 for limits.

Rise92 does not guarantee that any particular introduction will result in a hire, or that a hired professional will remain beyond the replacement-guarantee window. The replacement guarantee in this section is Rise92’s sole and exclusive liability, and the Client’s sole and exclusive remedy, for any claim relating to the suitability, performance, fit, departure, or continued employment of an introduced professional. For the avoidance of doubt, Rise92 accepts no other liability, contractual or otherwise, arising from the outcome of a Talent Concierge introduction beyond the one replacement search described here. This sole-remedy limitation does not apply to claims arising from Rise92’s fraud, gross negligence, or willful misconduct in the screening or presentation of a professional.

• 1.1.1 Replacement guarantee limits. The replacement guarantee applies once per role per engagement. It does not apply if (a) the role materially changes after hire in a way that goes beyond the original role calibration, or (b) the Placement Fee is not paid in full.

1.2. Employment Concierge (Employer of Record)

We employ professionals in Pakistan on your behalf. Rise92 engages its Pakistan operating affiliate as a subcontractor to act as the legal employer of record under Pakistan labor law for the professionals covered by the engagement. You are the work beneficiary. You direct day-to-day work; Rise92 handles everything else. Employment Concierge engagements are month-to-month. There is no minimum term and no annual commitment.

Employment Concierge engagements may be initiated in two ways:

1.   Client-sourced candidate. You find a professional you want to employ through Rise92 and present them to us. We conduct standard due diligence (identity verification, references, basic vetting) before extending the employment contract.
2.   Conversion from Talent Concierge. A professional introduced through Talent Concierge is hired via Employment Concierge instead of directly by the Client. The Placement Fee under §1.1 applies at offer acceptance, and the Monthly Service Fee begins on the professional’s start date.

What we run:

• Compliant employment contracts under Pakistan labor law, including all required provisions for probationary period, working hours, statutory leave, and public holidays
• Monthly payroll, including salary disbursement, statutory contributions (EOBI, provincial social security, income tax withholding), and payslip generation
• Provident fund administration. The employer provident fund contribution is accrued monthly as part of the professional’s payroll cost and billed to the Client at cost each month. There is no end-of-engagement balloon payment for provident fund.
• Tax withholding, reporting, and filings
• Employee onboarding, contract issuance, and identity verification
• Off-boarding in accordance with Pakistan labor law, including notice periods and final settlements

Termination of employment under Pakistan labor law. Applicable Pakistan labor law governs how and when an employed professional can be let go:

• During the first 30 days (probationary period): Either party may terminate without notice. Rise92 will process final pay for days worked, and the engagement ends without a notice-pay obligation.
• After the probationary period: A 30-day statutory notice is required. When the Client instructs Rise92 to end an engagement, the Client’s instruction serves as the start of the statutory notice period. Rise92 will process one final payroll cycle covering the statutory notice period and bill the Client for that final cycle along with any accrued statutory entitlements.

Local public holidays and statutory leave entitlements apply throughout the engagement and are reflected in each month’s billing.

1.3. PeopleOps Concierge

PeopleOps Concierge is a superset of Employment Concierge. It includes everything in §1.2 plus an embedded HR management layer. Like Employment Concierge, PeopleOps Concierge engagements are month-to-month with no minimum term.

Included in the Monthly Service Fee:

• Structured HR onboarding, including welcome communications, policy orientation, and day-one setup coordination
• Full-service insurance facilitation. Rise92 manages the end-to-end insurance relationship on the Client’s behalf: identifying suitable carriers and plans, negotiating terms, enrolling employees, handling renewals, coordinating claims, and acting as the employees’ first point of contact for insurance-related questions. Premium payments themselves are a separate cost billed to Client separately (see add-ons below); the facilitation work is included in the Monthly Service Fee.
• Time and attendance tracking, including statutory leave accruals and public holiday administration
• Performance management support, including check-in frameworks, review cycles, and documentation templates
• Structured employee relations support, including grievance intake, mediation support, and documentation
• Employer branding support for candidate-facing communications and onboarding materials
• Provident fund administration (as described in §1.2). The employer contribution is added to the professional’s monthly payroll cost and billed to the Client at cost each month.

Optional add-ons, priced separately in the Order Form or a Statement of Work:

• Welcome kits and branded swag (procurement and distribution)
• Office space setup and coordination (coworking memberships, shared offices, dedicated desks)
• IT asset procurement (laptops, monitors, peripherals, accessories)
• Health insurance premiums (pass-through at cost, plus any administration fee quoted separately)
• Life insurance and other voluntary benefits (pass-through at cost)
• Background screening and verification services

Rise92 will quote and invoice add-ons separately from the Monthly Service Fee. The core PeopleOps Concierge services listed above are available at the Monthly Service Fee without additional charge.

1.4. Exclusive Employer Role (EOR and PeopleOps only)

Where Rise92 serves as employer of record under §1.2 or §1.3, Rise92 (acting through its Pakistan operating affiliate) is the exclusive legal employer for the covered professionals for the duration of the engagement. If you modify employment contracts, payroll configurations, benefits, or compliance filings without Rise92’s prior written consent, Rise92 reserves the right to:

• Pause affected deliverables until we can re-verify compliance
• Charge reasonable remediation fees for rework
• Terminate the affected services with thirty days written notice if the modifications create legal or operational risk

This section is not meant to be punitive. It exists because Rise92 holds legal liability under Pakistan labor law, and we cannot accept that liability while being cut out of the loop.

1.5. Other Services

Services described in a Talent Authorization Form, Order Form, proposal, or Statement of Work beyond the above are governed by those documents in addition to these terms.

1.6. Who Directs the Work

We provide the Services at your direction. Your management is responsible for business decisions, including evaluating our recommendations and implementing any changes to roles, compensation, or policies. We will act on reasonable-faith instructions from you or your authorized representatives, and we are not liable for doing so.

1.7. What We Need From You

To do our job we need access to role information, business context, and (for EOR clients) employment and financial data. You agree to provide accurate, complete, and timely information. Delay or incomplete information may slow our work or require fee adjustments.

1.8. Acceptable Use

You will use our Services only as described in this agreement and any Acceptable Use Policy we publish. We may suspend or terminate Services where we reasonably believe they are being used in a way that breaches this agreement, creates legal risk, or threatens our access to third-party providers.

1.9. Service Modifications

We may modify, improve, or adjust the Services from time to time. We may also determine which personnel are assigned to deliver Services to you. For material changes to core Services, we will give at least thirty days advance notice.

1.10. What Rise92 Is Not

Rise92 is a talent concierge and employer-of-record business. We are not a law firm, accounting firm, tax advisor, immigration advisor, or regulated financial institution. References to legal, tax, or compliance activities in the Services describe operational work, not advice. For advice, please retain a licensed professional.

2. Fees and Payment

2.1. How We Charge

We base our fees on the scope set forth in your Talent Authorization Form, Order Form, proposal, or separate commercial agreement with Rise92. Rise92 operates on an at-cost model: we do not apply markups, embedded commissions, or percentage premiums on professional salaries. All fees are disclosed upfront in the applicable commercial document. Specific fee amounts are not published in this Agreement.

Talent Concierge

• Placement Fee: as set forth in the Talent Authorization Form for the engagement. Rise92’s standard Placement Fee is one month of the accepted professional’s agreed gross monthly salary; any variation will be documented in the applicable Talent Authorization Form.
• Invoicing: Rise92 issues an invoice for the Placement Fee in full upon the Client’s written acceptance of the candidate’s offer.
• Payment due: within five business days of the professional’s start date (joining date).
• Setup fee: none. Talent Concierge does not carry a setup or onboarding fee.
• Replacement guarantee: included (see §1.1).
• Sole remedy: the replacement guarantee in §1.1 is Rise92’s sole and exclusive liability for any claim relating to the suitability, performance, or continued employment of an introduced professional, subject to the fraud / gross negligence / willful misconduct carve-out in §1.1.

Employment Concierge (month-to-month)

• Setup fee: a one-time setup fee per employed professional, as set forth in the Order Form. The setup fee covers candidate due diligence, contract drafting, identity verification, and initial onboarding of the professional into Rise92’s payroll and administration systems.
• Monthly Service Fee: as set forth in the Order Form for the engagement.
• Professional salary and statutory contributions: billed at cost, with a transparent breakdown on each invoice. This includes monthly provident fund contributions accrued as part of payroll cost (see §1.2).
• Invoicing and payment: Rise92 issues the monthly invoice on the 20th of each month, covering that month’s Monthly Service Fee and that month’s payroll costs. Payment is due within 10 days of the invoice date. Timely payment is what enables Rise92 to fund and run payroll for the professional at the end of the month; late payment directly impacts whether the employed professional gets paid on schedule.
• Final-month billing: On termination, Rise92 will bill one final payroll cycle covering the statutory notice period along with any accrued statutory entitlements. See §3.5 and Appendix B.

PeopleOps Concierge (month-to-month)

• Setup fee: a one-time setup fee per employed professional, as set forth in the Order Form. The setup fee covers candidate due diligence, contract drafting, identity verification, HR onboarding, and initial enrollment in payroll, benefits, and any applicable insurance programs.
• Monthly Service Fee: as set forth in the Order Form for the engagement.
• Professional salary and statutory contributions: billed at cost, with a transparent breakdown on each invoice. This includes monthly provident fund contributions accrued as part of payroll cost (see §1.2 and §1.3).
• Add-ons: welcome kits, office space, IT assets, insurance premiums, and other add-ons listed in §1.3 are quoted and invoiced separately.
• Invoicing and payment: Rise92 issues the monthly invoice on the 20th of each month, covering that month’s Monthly Service Fee, that month’s payroll costs, and any approved add-ons for the period. Payment is due within 10 days of the invoice date. Timely payment is what enables Rise92 to fund and run payroll for the professional at the end of the month; late payment directly impacts whether the employed professional gets paid on schedule.
• Final-month billing: same mechanics as Employment Concierge above.

2.2. Fee Changes

We may update fees from time to time. For material increases or scope changes, we will provide at least sixty days prior written notice. If you don’t accept the new fees, you may terminate without early-termination penalty at the end of your current billing period.

2.3. Payment Terms

• Invoicing cadence and payment due date are specified per product in §2.1. In summary: Talent Concierge Placement Fees are due within five business days of the professional’s start date; Employment Concierge and PeopleOps Concierge invoices are issued on the 20th of each month and due within 10 days.
• Late payments: 1.5% per month or the maximum rate permitted by applicable law, whichever is lower.
• Currency: USD unless otherwise agreed in writing.
• Past-due invoices on Employment Concierge or PeopleOps Concierge services. Because Employment Concierge and PeopleOps Concierge invoicing is calibrated so that Client payment funds the same month’s payroll, a late Client payment directly affects whether the employed professional can be paid on time. If an invoice is past due, Rise92 will provide prompt written notice to the Client. For any payroll cycle Rise92 has already begun processing when the dispute or delay arises, Rise92 will use reasonable efforts to complete that cycle so the employed professional is paid on schedule, even if the corresponding Client invoice is in dispute, but Rise92 is not obligated to fund payroll out of its own working capital. Beyond that in-process cycle, if fees remain unpaid, Rise92 may suspend onboarding, new professional assignments, add-on work, and subsequent payroll runs, and may initiate the wind-down process under §3 and Appendix B (including statutory notice to affected professionals under Pakistan labor law). Rise92 is a service provider, not a lender, and is not required to front Client payroll obligations. Where Rise92 continues to employ a professional through a statutory notice period triggered by Client non-payment, the Client remains liable for the corresponding payroll and service fees.

For collection of unpaid amounts, you will reimburse our reasonable costs, including legal fees.

2.4. No Annual Commitments

Rise92 does not require or offer annual commitments. All Employment Concierge and PeopleOps Concierge engagements are month-to-month. All Talent Concierge engagements are project-based and complete upon placement (or non-placement) of a candidate, subject to the replacement-guarantee window. There are no early-termination fees, because there is nothing to terminate early. If your situation changes, tell us and we will adjust.

3. Term and Termination

3.1. Effective Date and Term

This agreement becomes effective on the earliest of the dates on which you (a) submit a Rise92 intake, contact, or Talent Authorization Form, (b) click a button, checkbox, or link indicating acceptance, (c) sign a Talent Authorization Form, Order Form, proposal, or Statement of Work referencing these terms, or (d) begin using the Rise92 Services (the “Effective Date”).

• Talent Concierge engagements are project-based. The engagement begins when the Client submits a signed Talent Authorization Form and ends when the Client accepts or rejects the shortlist, or when the sixty-day replacement-guarantee window closes, whichever is later.
• Employment Concierge and PeopleOps Concierge engagements are month-to-month, beginning on the employed professional’s onboarding date. There is no minimum term.

3.2. Month-to-Month Continuation and Notice

Employment Concierge and PeopleOps Concierge engagements continue automatically each month until either party gives notice to end them. Either party may end the engagement for any reason by giving thirty days written notice to the other. The thirty-day notice period from the Client also serves as the statutory notice period under Pakistan labor law for post-probation employees (see §1.2 and Appendix B).

Talent Concierge engagements are project-based, not renewing arrangements, and do not require non-renewal notice.

3.3. Termination for Cause

Either party may terminate for uncured material breach by the other party with thirty days written notice and an opportunity to cure.

3.4. Termination for Convenience

You may stop using the Services at any time with notice in accordance with §3.2 or §2.4. Prepaid fees are non-refundable except where we have failed to deliver agreed Services.

3.5. What Happens at the End

Upon termination of any engagement:

• All undisputed fees become immediately due.
• Each party returns or securely destroys the other’s Confidential Information, subject to records a party is legally required to retain.
• You are responsible for retaining your own records.

For Employment Concierge and PeopleOps Concierge engagements specifically:

• The Client’s thirty-day notice serves as the statutory notice period to the employed professional under Pakistan labor law.
• Rise92 will process one final payroll cycle, covering the notice period and any accrued statutory entitlements (earned leave and final benefits). Provident fund contributions are handled monthly as part of payroll cost, not as an end-of-engagement balloon (see §1.2).
• Rise92 will bill the Client for that final payroll cycle along with the final Monthly Service Fee and any outstanding add-ons.
• Rise92 retains employment records as required by Pakistan labor and tax law.
• The detailed wind-down process is described in Appendix B.

3.6. Survival

Sections 2, 4, 5, 6, 7, 8, 9, 10, 11, and 12 survive termination. Section 4 (Confidentiality) survives for five years. Section 5 (Non-Solicitation) survives for the period stated in that section.

4. Confidentiality

4.1. Definition

“Confidential Information” is non-public information one party discloses to the other that is marked confidential or that would reasonably be considered confidential. Client Data and your employment-related information are Client Confidential Information. Rise92’s proprietary methodologies, sourcing networks, and operational tools are Rise92 Confidential Information.

Confidential Information does not include information that (i) the recipient already knew without a confidentiality obligation, (ii) was independently developed without reference to the discloser’s information, (iii) was rightfully obtained from a third party without confidentiality obligations, or (iv) is or becomes public through no fault of the recipient.

4.2. How We Use It

The recipient will:

• Use the discloser’s Confidential Information only to perform this agreement
• Protect it with at least the same care it uses for its own similarly sensitive information, and not less than a reasonable standard
• Disclose it only to Delegates who need to know and are bound by confidentiality obligations substantially similar to these

4.3. Required Disclosures

A party may disclose Confidential Information (a) as required by Legal Process, giving the other party prompt prior written notice where legally permitted, (b) with the other party’s written consent, or (c) as necessary to enforce rights under this agreement.

4.4. Survival

This section survives for five years after termination, reflecting typical retention periods for employment and financial records.

5. Non-Solicitation of Rise92 Personnel

Rise92 invests significant resources in recruiting, training, and employing the professionals who deliver our Services. To protect that investment:

5.1. Scope

You agree not to directly hire, or engage as a contractor, any of the following (“Covered Personnel”) during the term of this agreement and for twelve months afterward:

• Rise92’s own full-time staff or contractors
• Professionals introduced through Talent Concierge who you did not hire through the Placement Fee process
• Professionals employed through Employment Concierge or PeopleOps Concierge who are currently or were recently assigned to your account

5.2. Exceptions

This section does NOT apply to:

• Professionals you hire through Rise92’s normal Placement Fee process, which is the whole point of Talent Concierge
• Professionals you hired through Rise92 whose Rise92 engagement ended at least twelve months prior
• Hires resulting from general employment advertisements not specifically directed at Covered Personnel
• Jurisdictions where non-solicitation clauses are unenforceable (notably California)

5.3. Liquidated Damages

If you hire Covered Personnel in violation of this section, you agree to pay Rise92 the applicable Placement Fee plus three additional months of that professional’s salary. Both parties agree this is a reasonable estimate of replacement costs, not a penalty.

6. Technology and Intellectual Property

6.1. Client Data

You retain all rights, title, and interest in Client Data. You grant Rise92 a limited license to use Client Data for the purpose of delivering, protecting, and improving the Services.

6.2. Rise92 Proprietary Assets

Rise92’s proprietary methodologies, sourcing networks, evaluation frameworks, narrative dossier templates, internal software, and operational tools remain Rise92’s exclusive intellectual property. Nothing in this agreement grants you a license to these assets.

6.3. Work Product

Work product created by a professional during their engagement with you is assigned to you as the Client on creation, to the extent permitted by applicable law. Rise92 will include appropriate assignment language in its employment contracts with professionals to make this binding.

This assignment is not conditional on payment of Service Fees. If fees are unpaid, Rise92 has other remedies available (see §2.3 and §11). We will not use your work product as leverage in a fee dispute.

6.4. Feedback

If you share feedback, ideas, or suggestions with us about the Services, you grant Rise92 a non-exclusive, worldwide, perpetual, irrevocable license to use, reproduce, and incorporate that feedback without obligation to you. We use feedback to make the Services better for everyone.

7. Data Privacy and Protection

7.1. Data Roles

• Client Data (business data you provide): you are the controller; Rise92 is the processor.
• Employee Personal Data (payroll, contact, and identity information for EOR employees): Rise92 is joint controller with you for the limited purposes of payroll, statutory filings, and employment administration.

7.2. Security Commitments

Rise92 maintains administrative, technical, and physical safeguards designed to protect Client Data and Employee Personal Data from unauthorized access, disclosure, alteration, or loss. These include:

• Encryption in transit (TLS 1.2 or higher) and at rest (AES-256) for all stored personal data
• Access controls on a need-to-know basis with audit logging
• Employee security training and signed confidentiality agreements
• Vendor risk review for third-party processors
• Incident response procedures with defined escalation paths

Rise92 is working toward SOC 2 Type II certification. Our current status and any relevant attestations are available on request.

7.3. Cross-Border Data Transfers

Rise92 transfers Employee Personal Data between the United States and Pakistan in the course of providing the Services. You consent to these transfers as necessary to perform this agreement. Rise92 will maintain reasonable safeguards for personal data in transit and at rest as described in §7.2.

7.4. Breach Notification

If Rise92 becomes aware of a confirmed or reasonably suspected unauthorized access to Client Data or Employee Personal Data, we will notify the Client without undue delay and no later than seventy-two hours after confirmation. Notification will include, to the extent known, the nature of the incident, the data involved, the steps we have taken, and the remediation plan.

7.5. Retention and Deletion

• Active Client Data: retained during the term and for thirty days after termination, after which we will delete or securely destroy on request.
• Employment records: retained as required by Pakistan labor and tax law (typically five to seven years after the end of the employment relationship).
• Backup media: deleted in the normal course of our backup rotation.

8. Warranties and Disclaimers

8.1. Rise92 Warranties

Rise92 warrants that:

• We will perform the Services in a professional and workmanlike manner consistent with industry standards for talent concierge and employer-of-record services
• Professionals introduced through Talent Concierge have been screened by Rise92 using our standard vetting process, which we will describe on request
• Employment arrangements under Employment Concierge and PeopleOps Concierge will comply with applicable Pakistan labor law at the time of contract formation

8.2. Disclaimer

EXCEPT AS EXPRESSLY STATED IN §8.1, RISE92 AND ITS AFFILIATES, THIRD-PARTY SERVICE PROVIDERS, AND LICENSORS MAKE NO WARRANTIES, EITHER EXPRESS OR IMPLIED, ABOUT THE SERVICES. THE SERVICES ARE PROVIDED “AS IS.” NO WARRANTY IS MADE THAT THE SERVICES WILL MEET YOUR NEEDS, BE UNINTERRUPTED OR ERROR-FREE, OR THAT ANY PROFESSIONAL WILL ACCEPT OR REMAIN IN EMPLOYMENT FOR ANY MINIMUM PERIOD BEYOND THE REPLACEMENT GUARANTEE IN §1.1. RISE92 DISCLAIMS ALL IMPLIED WARRANTIES OF MERCHANTABILITY, FITNESS FOR A PARTICULAR PURPOSE, AND NON-INFRINGEMENT.

9. Limitation of Liability

9.1. Excluded Damages

IN NO EVENT WILL EITHER PARTY BE LIABLE TO THE OTHER FOR INCIDENTAL, CONSEQUENTIAL, PUNITIVE, SPECIAL, OR EXEMPLARY DAMAGES, OR INDIRECT DAMAGES OF ANY KIND, ARISING OUT OF OR RELATED TO THIS AGREEMENT, REGARDLESS OF THE LEGAL THEORY.

9.2. Liability Cap

EXCEPT FOR (A) AMOUNTS OWED UNDER THIS AGREEMENT, (B) INDEMNITY OBLIGATIONS UNDER §10, (C) BREACHES OF CONFIDENTIALITY UNDER §4, AND (D) BREACHES OF DATA PROTECTION OBLIGATIONS UNDER §7, THE MAXIMUM AGGREGATE LIABILITY OF RISE92 TO THE CLIENT SHALL NOT EXCEED:

• For Talent Concierge engagements: the Client’s sole and exclusive remedy for any claim relating to the suitability, performance, or continued employment of an introduced professional is the one-time replacement search under §1.1 (subject to the fraud / gross negligence / willful misconduct carve-out in §1.1). For any other claim falling outside the carve-outs above, aggregate liability is capped at the total Placement Fees paid or payable to Rise92 under the Talent Authorization Form giving rise to the claim.
• For Employment Concierge and PeopleOps Concierge engagements: the total Monthly Service Fees paid by Client to Rise92 in the three months immediately preceding the event giving rise to the claim.

Sole recourse against Rise92. The Client’s sole contractual recourse under or relating to this Agreement is against Rise92. The Client agrees not to bring any claim directly against Rise92’s Pakistan operating affiliate for any matter arising under or relating to the Services, and acknowledges that the Pakistan operating affiliate is not a party to this Agreement. This does not limit the Client’s rights against Rise92 under §10.2 (Rise92 indemnity for Pakistan labor-law obligations), which remain uncapped as set forth in that section.

9.3. Acknowledgment

The parties acknowledge that the limitations in this section are integral to the fees charged and that, were Rise92 to assume broader liability, fees would need to be substantially higher.

10. Indemnification

10.1. By Client

Client will defend, indemnify, and hold Rise92, its affiliates, and their respective officers, employees, and agents harmless from and against claims, damages, losses, and reasonable legal fees arising from:

• Client’s breach of this agreement
• Content, information, or materials provided by Client that infringe third-party rights
• Disputes between Client and a Covered Professional regarding day-to-day work direction or Client’s workplace policies
• Client’s use of the Services in violation of applicable law

10.2. By Rise92

Rise92 will defend, indemnify, and hold Client, its affiliates, and their respective officers, employees, and agents harmless from and against claims, damages, losses, and reasonable legal fees arising from:

• Rise92’s failure to fulfill its employer-of-record obligations under applicable Pakistan labor law (for EOR and PeopleOps clients), including any claim, demand, or proceeding brought by a Covered Professional or a Pakistan regulatory authority against the Client arising from the employment relationship administered by Rise92’s Pakistan operating affiliate
• Any claim that Rise92’s proprietary methodologies, tools, or systems infringe third-party intellectual property rights
• Rise92’s material breach of §4 (Confidentiality)
• Rise92’s material breach of §7 (Data Privacy and Protection)
• Gross negligence or willful misconduct by Rise92 in delivering the Services

The first bullet above (the Pakistan labor-law indemnity) is not subject to the liability cap in §9.2. Rise92 assumes this risk as part of its delivery model, and the Client is not expected to bear the downstream exposure of the Pakistan employer-of-record arrangement.

10.3. Procedure

The indemnifying party’s obligations are conditioned on the indemnified party (a) giving prompt written notice of the claim, (b) giving the indemnifying party sole control of defense and settlement (excluding settlements requiring the indemnified party to admit liability or pay money without reimbursement), and (c) providing reasonable cooperation at the indemnifying party’s expense.

11. Disputes

11.1. Informal Resolution First

Before filing any claim, each party agrees to try to resolve the dispute by contacting the other through the notice procedures in §11.6. If a dispute is not resolved within thirty days of notice, either party may proceed to the next step.

11.2. Governing Law

This agreement is governed by the laws of the Commonwealth of Massachusetts and controlling US federal law, including the Federal Arbitration Act, without regard to conflict-of-laws principles.

11.3. Arbitration

The parties agree to resolve any claim relating to this agreement through final and binding arbitration administered by the American Arbitration Association (AAA) under its Commercial Arbitration Rules. Arbitration will be held in Boston, Massachusetts, or another location both parties agree to in writing. The Federal Arbitration Act (9 U.S.C. §1 et seq.) governs this section.

For clients headquartered outside the United States: The parties may mutually agree in the Order Form to an alternate governing law and arbitration venue, for example ICC arbitration in London for UK and EU clients, SIAC arbitration in Singapore for Asia-Pacific clients, or DIFC arbitration in Dubai for MENA clients. Where no alternate is specified, this section controls.

11.4. Carve-Outs for Equitable Relief

Either party may bring a claim for injunctive or equitable relief, without first engaging the informal resolution or arbitration process, in the state and federal courts of Suffolk County, Massachusetts (or the relevant courts under an alternate forum agreed in the Order Form), in cases involving:

• Prevention of unauthorized use of the Services
• Protection of Confidential Information
• Infringement of Intellectual Property Rights

Either party may also bring a claim in small claims court where the dispute falls within that court’s jurisdiction.

11.5. Class Action Waiver

THE PARTIES WAIVE ANY RIGHT TO ASSERT CLAIMS AGAINST EACH OTHER AS A REPRESENTATIVE OR MEMBER OF ANY CLASS OR REPRESENTATIVE ACTION. CLAIMS MAY BE BROUGHT ONLY IN AN INDIVIDUAL CAPACITY, EXCEPT WHERE THIS WAIVER IS PROHIBITED BY APPLICABLE LAW OR DEEMED BY A COURT TO BE AGAINST PUBLIC POLICY.

11.6. Notice

Notice under this Agreement is given electronically.

• Notice to Rise92: by email to [email protected], attention: Legal. Matters relating to the Pakistan employment of a Covered Professional should be flagged in the subject line so Rise92 can route the notice to its Pakistan PeopleOps team.
• Notice to Client: by email to the address listed in the Talent Authorization Form, Order Form, or Statement of Work for the engagement, or failing that, the last email address the Client provided to Rise92 in writing.

Notice is effective on the next business day after the email is sent, provided the sender does not receive a non-delivery notification. You are responsible for keeping your contact information current.

12. General

12.1. Amendments

We may update these terms from time to time. For material changes, we will provide at least thirty days notice before your next renewal. If you object to a material change, you may terminate at the end of your current term without early-termination penalty. Continued use after notice constitutes acceptance.

12.2. Severability

If any provision of this agreement is held invalid, illegal, or unenforceable, the remaining provisions continue in effect.

12.3. Assignment

You may not assign this agreement without our prior written consent. Rise92 may assign this agreement in connection with a merger, acquisition, or sale of substantially all assets, provided the assignee is not a direct competitor of the Client. If the assignee is a direct competitor, the Client may terminate this agreement without early-termination penalty within thirty days of notice of assignment.

12.4. Entire Agreement

This agreement, together with any Talent Authorization Form, Order Form, proposal, Statement of Work, and Appendices, is the entire agreement between the parties and supersedes prior agreements on the same subject. Amendments must be in writing and signed by both parties.

12.5. Order of Precedence

If there is a conflict between documents:

1.   A signed Talent Authorization Form, Order Form, proposal, or SOW controls as to the specific engagement it covers
2.   Appendices control on their subject matter
3.   These main terms control as to general matters

12.6. Independent Contractors

Each party is an independent contractor. Nothing in this agreement creates a partnership, joint venture, agency, or employment relationship between Rise92 and Client. The employer-of-record arrangement applies only to the professionals employed in Pakistan through Rise92’s Pakistan operating affiliate and does not create any employment relationship between Rise92 and Client.

12.7. Third-Party Beneficiaries

Except as expressly stated in §8 through §10, there are no third-party beneficiaries to this agreement.

12.8. Publicity

Neither party may make public statements about this agreement or the relationship without the other party’s prior written consent. While you are a Client, Rise92 may list your name and logo on client lists on its website and marketing materials alongside other clients. Other uses of your trademarks require your prior written consent.

12.9. Use of Confidential Information to Build Competing Services

You may not use Rise92’s Confidential Information, proprietary methodologies, or sourcing-network information to build a directly competing talent concierge or employer-of-record service. This is narrower than a general non-compete. We are not trying to stop you from starting a business. We are protecting the specific know-how we shared under confidentiality.

12.10. Waiver

A failure or delay in enforcing any right is not a waiver of that right. Waivers must be in writing and signed by the waiving party.

12.11. Force Majeure

Neither party is liable for delays (other than payment) caused by events outside reasonable control, including natural disasters, war, civil unrest, government action, or widespread infrastructure failure. The affected party will notify the other promptly and use reasonable efforts to resume performance as soon as practicable.

13. Definitions

“Agreement” means these terms, any Talent Authorization Form(s), Order Form(s) or SOW(s), and the Appendices.

“Affiliate” means any entity that directly or indirectly controls, is controlled by, or is under common control with a party, where “control” means ownership of more than 50% of the voting rights or equity interests.

“Client Data” means data provided by the Client, or at the Client’s direction, for the provision of the Services. Rise92’s proprietary methodologies and sourcing networks are not Client Data.

“Covered Personnel” has the meaning in §5.1.

“Delegates” means employees, consultants, service providers, agents, and professional advisors of a party or its Affiliates.

“Effective Date” has the meaning in §3.1.

“Employee Personal Data” means personal information about individuals employed through Employment Concierge or PeopleOps Concierge, including payroll, identity, and contact data.

“Intellectual Property Rights” means rights recognized by any jurisdiction with respect to intellectual work product, including patents, designs, copyrights, trade secrets, trademarks, service marks, know-how, and domain names.

“Legal Process” means a disclosure required under law, regulation, court order, subpoena, warrant, or other valid legal authority.

“Order Form” means the ordering document provided by Rise92 for Employment Concierge or PeopleOps Concierge engagements, including any Statement of Work. Terms on Client purchase orders are excluded. The equivalent document for Talent Concierge engagements is the Talent Authorization Form.

“Placement Fee” means the one-time fee for a Talent Concierge engagement. Rise92’s standard Placement Fee is one month of the accepted professional’s agreed gross monthly salary; the specific amount and any variation are documented in the applicable Talent Authorization Form.

“Professional” (or “Covered Professional”) means any individual sourced, introduced, or employed through Rise92’s Services.

“Rise92” is a customer-facing brand and trade name of Creative Chaos North America LLC, a Delaware limited liability company headquartered in Massachusetts. Throughout this Agreement, “Rise92” means Creative Chaos North America LLC. For Employment Concierge and PeopleOps Concierge engagements, Rise92 engages its Pakistan operating affiliate as a subcontractor to act as the legal employer of record in Pakistan. Rise92’s Pakistan operating affiliate is not a party to this Agreement; the Client’s sole contractual recourse for any matter arising under or relating to this Agreement is against Rise92.

“Talent Authorization Form” or “TAF” means the intake and authorization document by which the Client authorizes Rise92 to source professionals under Talent Concierge for a specific role or set of roles. The Talent Authorization Form records the role scope, target compensation range, timing, Placement Fee, and any role-specific terms. For Talent Concierge engagements, the Talent Authorization Form serves the equivalent role that an Order Form serves for Employment Concierge and PeopleOps Concierge engagements.

“Services” means the services described in a Talent Authorization Form, Order Form, or SOW, and any other services provided by Rise92 or on its behalf, including Talent Concierge, Employment Concierge, and PeopleOps Concierge services.

“Statement of Work” or “SOW” means a written document agreed by both parties specifying scope, deliverables, timelines, and fees for a particular engagement.

“You” and “your” means the person or entity listed as Client on a Talent Authorization Form, Order Form, proposal, or Statement of Work, or who accepts this agreement when engaging the Services. “You” includes your Affiliates only with Rise92’s prior written consent.

Appendix A — Service Level Agreement

This Appendix applies to Employment Concierge and PeopleOps Concierge services.

A.1. Severity Levels

Severity	Definition	Response Time	Resolution Target
P1 — Critical	Payroll not processed, statutory filing missed, employee pay not received	2 business hours	1 business day
P2 — High	Employee relations issue requiring immediate support (grievance, termination, health and safety)	4 business hours	2 business days
P3 — Standard	Routine queries about payroll, benefits, or time and attendance	1 business day	3 business days
P4 — Low	Informational requests, documentation, reporting	2 business days	5 business days

Business hours are 9:00 AM to 6:00 PM Pakistan Standard Time, Monday through Friday, excluding Pakistan public holidays.

A.2. Escalation Path

1.   Level 1: Assigned account manager
2.   Level 2: Head of Business
3.   Level 3: Head of Operations

Contact details and escalation emails are provided in your onboarding kit.

Appendix B — Wind-Down Process (EOR and PeopleOps only)

When an Employment Concierge or PeopleOps Concierge engagement ends, the following process applies.

B.1. Notice and Statutory Termination

The Client’s thirty-day notice to Rise92 (under §3.2) also serves as the statutory notice period for the employed professional under Pakistan labor law.

• During the probationary period (first thirty days of employment): termination may occur without notice. Rise92 will process final pay for days worked and the engagement ends without a notice-pay obligation.
• After the probationary period: the thirty-day notice is mandatory under Pakistan law and cannot be waived or shortened by the Client. Rise92 will notify the employee, continue to employ them through the notice period, and process one final payroll cycle at the end.

B.2. Final Billing

On termination, Rise92 will issue a final invoice covering:

• The final Monthly Service Fee
• The professional’s final payroll cycle (salary, statutory contributions, benefits)
• Any accrued statutory entitlements: earned but unused leave and other benefits required by Pakistan labor law
• Any outstanding add-ons (PeopleOps only)

Rise92 does not operate a gratuity scheme. Employer provident fund contributions are accrued and billed monthly as part of the standard payroll cost (see §1.2 and §1.3), so no balloon provident fund payment is due at the end of an engagement.

The final invoice is due within fifteen days of issue.

B.3. Direct Hire by Client After Termination

If the Client wishes to directly hire the professional after the EOR engagement ends, this is permitted provided:

• All fees under this Agreement have been paid in full
• The professional consents to the direct hire
• The transition complies with Pakistan labor law, including any required novation or new contract formation
• The Non-Solicitation terms in §5 are honored. §5.2 provides a twelve-month cooling-off carve-out for professionals whose Rise92 engagement has ended, so a direct hire at or after the twelve-month mark is not a violation of §5.

Rise92 does not charge a conversion fee for direct-hire transitions after termination. If you want to do this, tell us early so we can coordinate the handover without disrupting the employee.

B.4. No Transition Fee

There is no additional transition fee. The wind-down process described above is included in the final Monthly Service Fee.

These Terms of Service (“Terms“) govern your access to and use of the website, platforms, products, and services provided by Rise92 (“Rise92,” “we,” “us,” or “our”). By accessing or using our Services, you agree to be bound by these Terms. If you do not agree, you may not use the Services.

Rise92 operates as a premium global talent partner providing curated talent services, hosted employment (Employer of Record/EOR), and PeopleOps support. We are not a staffing agency or marketplace. Our Services are relationship-driven, at-cost, and designed for long-term collaboration.

1. Definitions

• Client: Any company, organization, or individual engaging Rise92 for talent, EOR, or PeopleOps services.
• Talent: Any professional vetted, represented, or supported by Rise92.
• Services: Talent curation, hiring facilitation, hosted employment (EOR), PeopleOps, compliance, and related advisory services.
• Hosted Employment/EOR: Employment arrangements where Rise92 (or its local partner) acts as the legal employer for Talent, while the Client directs day-to-day work.

2. Scope of Services

Rise92 provides modular services that may be engaged independently or in combination, subject to a written agreement.

2.1 Talent Curation

Rise92 facilitates curated introductions to vetted, off-market professionals. Talent curation services are advisory and matchmaking-focused in nature. Rise92 does not act as an agent for either party and does not guarantee hiring outcomes, performance, retention, or business results.

2.2 Hosted Employment (Employer of Record)

Where explicitly agreed, Rise92 or its authorized local partners may act as the Employer of Record (EOR). Under EOR arrangements:

• Rise92 administers employment contracts, payroll, statutory benefits, and local compliance
• The Client retains full responsibility for role definition, work allocation, supervision, and performance management
• No employment relationship is created between the Client and the Talent unless expressly stated in writing

2.3 PeopleOps Services

PeopleOps services extend beyond statutory employment and may include HR operations support, employee relations facilitation, performance frameworks, attendance coordination, and PeopleOps advisory support. These services are operational in nature and do not constitute legal, tax, or financial advice.

3. Client Obligations

Clients agree to:

• Provide accurate and complete information regarding hiring needs, role requirements, and compliance constraints
• Use Talent in accordance with applicable laws, professional standards, and ethical practices
• Maintain a safe, respectful, and non-discriminatory work environment
• Refrain from engaging Talent outside Rise92 arrangements without prior written consent

Clients are solely responsible for business decisions, deliverables, and outcomes resulting from the use of the Services.

4. Talent Obligations

Talent agrees to:

• Provide accurate professional and personal information
• Perform services professionally, lawfully, and in accordance with agreed expectations
• Comply with applicable employment policies, codes of conduct, and confidentiality obligations

Failure to meet these obligations may result in suspension or termination of engagement.

5. Fees and Payments

5.1 Pricing Structure

Fees for Services may include placement fees, monthly service fees, pass-through costs, or a combination thereof, as outlined in applicable agreements. Publicly displayed prices are indicative and may vary based on scope, geography, and customization.

5.2 At-Cost Model

Where referenced, the term “at-cost” refers to transparent pricing without agency-style markups on talent compensation. Rise92 service fees are charged separately and disclosed in writing.

5.3 Payments

Clients are responsible for timely payment of all invoices. Rise92 may suspend Services for non-payment. Taxes, benefits, insurance premiums, and reimbursable expenses are billed separately unless stated otherwise.

6. Confidentiality

All non-public information shared between Rise92, Clients, and Talent is considered confidential. Each party agrees to:

• Use confidential information solely for the purposes of the Services
• Protect such information with reasonable care
• Not disclose confidential information without prior authorization, except as required by law

7. Intellectual Property

Unless otherwise agreed in writing:

• All work product created by Talent for Clients belongs to the Client
• Rise92 retains all rights to its methodologies, processes, frameworks, and materials
• No license is granted to use Rise92 trademarks, branding, or proprietary materials without consent

8. Compliance, Third Parties, and Legal Responsibility

8.1 Third-Party Providers

Certain Services may involve third-party providers, including payroll processors, insurance carriers, background screening vendors, office or IT vendors, and benefits providers. Rise92 facilitates access to such providers but does not control or warrant third-party services.

8.2 Add-On Services

Optional add-on services, including but not limited to insurance facilitation, background screening, workplace setup, asset procurement, and events, are provided on a best-effort facilitation basis and may be subject to additional terms imposed by third parties.

8.3 Client Responsibility

Clients remain responsible for:

• Business outcomes and operational decisions
• Compliance with industry-specific regulations
• Lawful and ethical treatment of Talent

Rise92 does not provide legal, tax, or regulatory advice.

9. Termination

Either party may terminate Services in accordance with the applicable service agreement. Upon termination:

• Outstanding fees remain payable
• Confidentiality and intellectual property provisions survive
• Rise92 may transition Talent or conclude employment in accordance with applicable laws

10. Disclaimers

Services are provided on an “as-is” and “as-available” basis. To the maximum extent permitted by law, Rise92 disclaims all warranties, express or implied, including warranties of merchantability, fitness for a particular purpose, and non-infringement.

11. Limitation of Liability

To the fullest extent permitted by law:

• Rise92 shall not be liable for indirect, incidental, special, consequential, or punitive damages
• Rise92 is not responsible for acts or omissions of Clients, Talent, or third-party providers
• Rise92’s total liability arising out of or related to the Services shall not exceed the fees paid by the Client to Rise92 in the twelve (12) months preceding the claim

12. Indemnification

Clients agree to indemnify and hold harmless Rise92 from claims, losses, or liabilities arising from:

• Client’s misuse of the Services
• Client’s violation of applicable laws or these Terms
• Client’s direction or management of Talent

13. Governing Law and Dispute Resolution

These Terms are governed by the laws applicable to Rise92’s place of incorporation. Any disputes shall be resolved through good-faith negotiation before pursuing formal legal remedies.

14. Changes to These Terms

Rise92 may update these Terms from time to time. Material changes will be communicated through our website or direct notice. Continued use of the Services constitutes acceptance of updated Terms.

15. Contact Information

For questions regarding these Terms, reach out at [email protected]

Rise92 exists to create durable, compliant, and fair global work relationships. These Terms are designed to protect that trust for all parties involved.