A commercial proposal, three-year value model and executable agreement suite for Two Rivers Bank — white-label talent board, AI matching agents on retainer, verified shortlists, and the governance to run it as a managed service.
| Prepared for | R. Iyer, Head of Talent · Two Rivers Bank Ltd |
| Prepared by | Alice Cheng, Creator of Suitorly · Suitorly Pty Ltd |
| Document reference | SP-2026-041 · Version 2.0 · Issued 23 July 2026 · Valid to 6 August 2026 |
| Classification | Commercial in Confidence — prepared solely for the addressee |
Dear Mr Iyer,
Thank you for Thursday's session, and for the directness of your panel's questions — particularly on assessment fairness and data custody. Both are answered in full in this pack, in writing, as schedules you can execute rather than promises you have to trust.
What we are proposing is not a recruitment agency with better software. It is a different sequence: assessment before introduction, evidence before interview, and a commercial model — two numbers, milestone-billed, guarantee attached — that puts our fee at risk against the same outcomes your team is measured on.
The pack is structured for your governance: Sections 1–11 are the commercial proposal your leadership will read; Schedules A–E are the agreement suite your procurement and legal teams will mark up. Nothing material lives outside it.
We have held 6 August as your validity date and Day-0 capacity for a September mobilisation. I am available at any point for the CHRO walkthrough.
Yours sincerely,
| Version | Date | Author | Change |
|---|---|---|---|
| 0.9 | 20 Jul 2026 | A. Cheng | Internal draft following platform demonstration |
| 1.0 | 23 Jul 2026 | A. Cheng | Issued with agreement Schedules A–D |
| 2.0 | 23 Jul 2026 | A. Cheng · reviewed M. Komodoe | Added transmittal letter, 3-year value model, team & acceptance criteria, transformation roadmap, compliance & insurance, Schedule E sample deliverable, glossary |
| Name | Role | Purpose |
|---|---|---|
| R. Iyer | Head of Talent, Two Rivers Bank | Decision |
| Office of the CHRO | Executive sponsor | Endorsement |
| Procurement & Legal | Two Rivers Bank | Review of Schedules A–E |
| CISO office | Two Rivers Bank | Review of Schedules C–D |
Two Rivers Bank is carrying three open roles into a market where application volume has doubled while the signal in it has collapsed. Panels are screening CVs that AI wrote, for candidates AI selected, and the cost of a mis-hire remains with the Bank. Suitorly proposes to replace the application pipeline with a matching pipeline: every candidate strengths-mapped and verified before the Bank's first interview, every shortlist scored against the brief, no CV anywhere in the process.
The engagement is priced on two numbers — a flat platform fee of $3,500/month and a success fee of 5% of base salary — milestone-billed, guarantee-backed, and credit-protected by service levels. On the Bank's current hiring profile the three-year value model (§6.2) shows ≈ $155,000 saved against agency benchmarks, before counting recovered panel hours or mis-hire avoidance.
Situation. Three open roles (Senior Risk Analyst, Treasury Ops, Graduate Program) with hiring panels drawn from revenue-critical teams. Current agency arrangements price at 15–18% of base with no verified assessment layer, and internal candidates are invisible to external processes.
Complication. Application volume is up, screening signal is down, and panel time is the scarcest resource in the process. Interview-stage discoveries — judgement, communication, working style — arrive after weeks of sunk effort. Every week a revenue-critical seat stays empty costs more than any fee in this document.
Resolution. Move assessment before the first interview. Suitorly's ten-strength framework and Proof Engine verify capability up front; panels meet only scored, verified matches — external and internal on the same board, with the evidence trail attached to every score.
| Service tower | Included | Delivery owner |
|---|---|---|
| 3.1 White-label board | "Two Rivers Talent" under Bank branding; external roles and internal mobility; strengths-mapping on entry for every applicant. | Suitorly platform |
| 3.2 AI matching agents | Brief interrogation with each hiring lead; candidate interviews against the strengths framework and the Bank's technical bar; proactive search of passive, strengths-mapped candidates; re-interview per role without repeating the profile stage. | Agent pod + account lead |
| 3.3 Verified assessment | Proof Engine Levels 1–2: timed scenario work, peer verification, role-specific craft cases, agent debriefs with coherence checks; fit score = strengths × brief × verification, evidence trail attached. | Suitorly platform |
| 3.4 Employer desk | Live role status — brief, matching, shortlist, interview loop; exportable reporting; audit trail of every assessment decision; collaborator invitations on briefs. | Suitorly platform |
| 3.5 Account management | Named account lead; governance cadence per §5; quarterly business reviews against the §7 measures; benefits-realisation reporting. | A. Cheng (account lead) |
HRIS/ATS system integration (roadmap §8, phase 2); payroll and onboarding administration; contractor/temp placement; background and right-to-work checks (the Bank's existing provider continues; results attach to the candidate record); relocation services.
| Milestone | Evidence (auto-recorded on platform) | Acceptance |
|---|---|---|
| Kickoff (30%) | Completed brief + agreed fit threshold, timestamped | Deemed on brief completion by hiring lead |
| Shortlist (30%) | 3+ matches above threshold delivered to employer desk | 7-day written dispute window (A2), else accepted |
| Placement (40%) | Signed offer + confirmed start date | Invoice on start date; 90-day guarantee runs from start |
| Role | Who | Commitment |
|---|---|---|
| Account lead | Alice Cheng — Creator of Suitorly; 24 years in finance, including hiring-panel experience on both sides of the desk | Named, non-substitutable without consent |
| Delivery partner | Komodoe — platform engineering and service operations | Platform SLAs per Schedule B |
| Agent pod | Dedicated AI matching agents under human supervision; all outbound actions human-approved | Priority queue, 10 concurrent briefs (B3) |
| Support | Business-hours service desk + P1 hotline | Response levels per Schedule B2 |
| Forum | Frequency | Attendees | Focus |
|---|---|---|---|
| Delivery stand-up | Weekly (30 min), fortnightly from Week 4 | Account lead, hiring leads | Role status, blockers |
| Service review | Monthly | Account lead, Head of Talent | SLA performance, pipeline |
| Quarterly business review | Quarterly | + CHRO sponsor | §7 measures vs baseline, roadmap |
| Escalation | As required | A. Cheng ↔ R. Iyer, 1 business day | Any unresolved P1 |
| Activity | Suitorly | Hiring lead | Head of Talent |
|---|---|---|---|
| Brief definition | R | A | C |
| Candidate assessment & verification | A / R | I | I |
| Shortlist acceptance & interviews | C | A / R | C |
| Offer and hire decision | I | R | A |
| Service performance & QBR | A / R | C | C |
| Item | Basis | Amount | Billing |
|---|---|---|---|
| Platform fee | Flat — board, desk, priority capacity; volume-independent | $3,500 / month | Monthly in advance, 14-day terms |
| Success fee | Per placement, % of base salary | 5% of base | 30% kickoff · 30% shortlist · 40% placement |
| Replacement guarantee | Re-run search if placement exits ≤ 90 days | Included | No additional success fee |
| Service credits | Availability shortfall per Schedule B | Up to 10% / 0.5% | Credited next invoice |
| Year 1 | Year 2 | Year 3 | 3-year total | |
|---|---|---|---|---|
| Suitorly — platform ($3,500 × 12) | $42,000 | $42,000 | $42,000 | $126,000 |
| Suitorly — success fees (5% × $120k × 6) | $36,000 | $36,000 | $36,000 | $108,000 |
| Suitorly total | $78,000 | $78,000 | $78,000 | $234,000 |
| Agency benchmark (18% × $120k × 6) | $129,600 | $129,600 | $129,600 | $388,800 |
| Saving | $51,600 | $51,600 | $51,600 | $154,800 |
Excludes GST and non-fee value: recovered panel hours (§7), internal-mobility placements at the same 5% (no agency alternative exists), and mis-hire avoidance under the 90-day guarantee.
Invoices reference the Bank's PO where supplied; milestone invoices carry the role, milestone and platform-recorded evidence link. Payment by EFT within 14 days; e-invoicing (PEPPOL) supported. Fee disputes follow A2; undisputed amounts remain payable.
| Measure | Baseline (agreed at kickoff) | Target · Day 90 |
|---|---|---|
| Brief-to-shortlist (business days) | ~24 (agency benchmark) | ≤ 10 |
| Panel hours spent screening CVs | Measured Week 0 | 0 |
| Shortlist-to-interview conversion | Measured Week 0 | ≥ 75% |
| 90-day retention of placements | — | 100% (guaranteed by A3) |
| Internal-mobility applications | Measured Week 0 | +30% |
| Candidate experience (post-process NPS) | Industry ≈ −10 | ≥ +40 |
Benefits are reported at each QBR against the Week-0 baseline, with the platform's audit trail as the evidence source. If Day-90 measures miss target, the QBR produces a remediation plan with named owners before renewal decisions fall due.
| Phase | Scope | Commercials |
|---|---|---|
| Phase 1 · this pack | Board, agents, verified shortlists for external + internal hiring | §6 — in scope |
| Phase 2 · from QBR 1 | HRIS integration (API); team skills mapping — strengths-map existing teams before hiring into them; hiring-manager question bank (Level 3 proofs) | Scoped at QBR, change-controlled (A9) |
| Phase 3 · year 2 | Suitorly Academy for graduate cohorts; coaching benefits for placed candidates; workforce-planning insights from aggregated strengths data | Separate proposal |
| Risk | L / I | Mitigation |
|---|---|---|
| Hiring-lead adoption of brief chats | M / M | Kickoff enablement; account lead runs each first brief; JD-upload fallback interrogated by the agent. |
| Pool depth for niche roles | L / M | Proactive search of passive, strengths-mapped candidates; weekly written status if the 10-day target is at risk (B2). |
| Privacy / data concerns | L / H | Schedules C & D executed with the pack; candidates control their profiles; no raw responses disclosed to the Bank. |
| Perceived assessment fairness | L / M | Transparent methodology, evidence trail on every score, human decision rights preserved (A1), audit logging. |
| Change-in-law (AI in hiring) | L / M | Compliance watch; candidate disclosure already exceeds current requirements; change control (A9 / B4). |
| Key-person dependency (account lead) | L / M | Documented account runbook; delivery partner continuity; named-substitution consent right (§5.1). |
| Cover | Limit | Evidence |
|---|---|---|
| Professional indemnity | $10M any one claim | Certificate of currency on request |
| Cyber liability | $5M aggregate | Certificate of currency on request |
| Public liability | $20M any one occurrence | Certificate of currency on request |
| Workers compensation | Statutory | Per NSW requirements |
| Domain | Position |
|---|---|
| Privacy Act 1988 (Cth) / APPs | Compliant; DPA at Schedule C; OAIC-notifiable breach process (C5) |
| GDPR / UK GDPR (where applicable) | Equivalent commitments for EU/UK candidates (C1) |
| Australian Consumer Law | All platform claims (timers, counters, statistics) draw live production numbers — honest-claims policy |
| Anti-discrimination law | Strengths framework assesses behaviour, not protected attributes; adverse-impact monitoring at QBR; untimed accessibility variants |
| ISO 27001 / SOC 2 | Controls aligned to ISO 27001 domains; SOC 2 Type II program in progress (Schedule D) |
| Modern Slavery Act 2018 (Cth) | Supply chain limited to tier-1 cloud and named sub-processors (C4); statement available on request |
Between Suitorly Pty Ltd ("Suitorly") and Two Rivers Bank Ltd ("Client"). Key terms; execution copy identical.
"Effective Date" — the date of last signature on the Execution page. "Verified Profile" — a candidate strengths map confirmed through the Proof Engine. "Fit Score" — the scored match of a Verified Profile against a brief. "Placement" — a candidate introduced by Suitorly commencing employment with the Client. "Shortlist Milestone" — delivery of 3+ matches above the agreed Fit Score threshold.
Suitorly provides the §3 services with due care, skill and diligence, per the Schedule B service levels. Suitorly's agents act as introducers and assessors; all hiring decisions remain the Client's.
Fees per §6. Invoices payable within 14 days. Milestone invoices are raised automatically on milestone events recorded in the platform; the Client may dispute a milestone in writing within 7 days, in which case the parties resolve in good faith before payment falls due. Undisputed amounts remain payable.
If a Placement resigns or is terminated for performance within 90 days of start, Suitorly re-runs the search at no additional success fee. The platform fee continues unaffected.
Suitorly retains all IP in the platform, strengths framework, Proof Engine and aggregated de-identified insights. The Client retains all IP in its brand, briefs and internal data. Each party grants the other a licence limited to delivering and receiving the services.
Each party keeps the other's confidential information secret, uses it only for this agreement, and discloses it only to personnel and advisers bound by equivalent obligations. Candidate assessment detail is confidential to the candidate and the hiring process per Schedule C.
Neither party is liable for indirect or consequential loss. Aggregate liability is capped at fees paid or payable in the preceding 12 months, except breaches of confidentiality or data protection (3× that amount) and liability that cannot be limited by law. Nothing limits the Client's obligation to pay fees properly due.
Initial term 12 months from the Effective Date, renewing annually unless either party gives 60 days' notice. Either party may terminate for material breach unremedied 30 days after notice, or on insolvency. On termination, success fees remain payable for candidates introduced before termination and placed within 6 months.
Governing law: New South Wales, Australia. No assignment without consent (not unreasonably withheld). Notices by email to the Execution-page addresses. This pack (§1–11 and Schedules A–E) is the entire agreement and prevails over any purchase-order terms.
Changes to scope, service levels or commercials require a written change request describing the change, impact on fees and timeline, signed by both parties' authorised representatives. Neither party is obliged to accept a change request; work continues under existing terms until one is executed.
On expiry or termination, Suitorly provides up to 30 days of transition assistance: export of Client data (roles, briefs, shortlist records, audit trail) in open formats, orderly closure of in-flight briefs at the Client's election (complete under existing terms or cancel with kickoff fees retained), and revocation of board branding. Candidate profiles remain with candidates (C5).
"Two Rivers Talent" is delivered white-label on Suitorly infrastructure: Client branding, Client roles (external and internal mobility), candidate strengths-mapping on entry. The Client controls role publication and board membership; Suitorly operates hosting, matching and assessment.
| Measure | Level | Remedy |
|---|---|---|
| Platform availability | 99.5% monthly, excl. scheduled maintenance | 10% platform-fee credit per 0.5% shortfall |
| Brief acknowledgement | Agent engaged within 1 business day | Escalation to named account lead |
| Shortlist target | 10 business days from completed brief | Weekly written status until delivered |
| Support | Business hours AEST · 4h response P1 | P1 24×7 hotline included at Enterprise tier |
| Scheduled maintenance | Outside AEST business hours, 72h notice | Counted as downtime if notice missed |
Enterprise briefs enter the priority agent queue. Fair use: up to 10 concurrent active briefs; above that, the parties agree a capacity plan — no per-brief fees, the flat platform fee stands.
Suitorly may improve the platform continuously; material reductions in functionality require 30 days' notice. The Client's board configuration survives updates.
For candidate personal information collected on the board, Suitorly is the primary custodian and processes it to deliver matching and assessment; the Client receives only what a hiring decision needs: the strengths profile, proof results and fit score. Raw assessment responses and chat transcripts are not disclosed to the Client. Both parties comply with the Privacy Act 1988 (Cth) and the Australian Privacy Principles; where candidates are in the EU/UK, GDPR-equivalent commitments apply.
Candidates are told, before assessment, what is measured, what the employer sees, and that AI agents conduct the interviews. A candidate may access their profile, request correction, or withdraw from a process at any time. Assessment results are never sold, and never used to train third-party models.
Per the Security Pack (Schedule D): encryption in transit and at rest, role-based access with MFA, audit logging, environment separation, and least-privilege service accounts.
Current sub-processors: cloud hosting (AU region), LLM inference (enterprise agreement, no training on Client or candidate data), payments (Stripe), e-signature (DocuSign), transactional email/SMS. Changes notified 14 days in advance; the Client may object on reasonable grounds.
Eligible data breaches are notified without undue delay and within 72 hours of confirmation, with impact, remediation and OAIC-notification status. On termination, Client data is returned in a portable format on request and deleted within 30 days; candidate profiles remain the candidate's own — portability by design.
Summary of Suitorly's security posture for vendor assessment. Full questionnaire responses (SIG-lite / CAIQ) available under NDA.
What lands on the employer desk at the Shortlist Milestone — one card per match (illustrative, anonymised):
The panel clicks any score to see its evidence. Raw responses stay with the candidate (C1); the trail shows what was tested, when, and against which calibration cohort.
Executed as an agreement. Signing below executes §1–11 and Schedules A–E together. Countersignature triggers Day-0 mobilisation: the board goes live and the kickoff call is booked automatically.
S360 — Suitorly's ten-strength assessment framework. Proof Engine — the verification layer: Level 1 (profile proof), Level 2 (match proof), Level 3 (manager's question). Fit Score — strengths × brief × verification, 0–100. Employer desk — the Client's live view of roles, briefs and shortlists. Board — the white-label talent site. Agent — Suitorly's AI interviewer/assessor operating under human supervision. QBR — quarterly business review. Peer-confirmed — a profile with at least one returned second-opinion verification.