Great people. Great openings. One connection.

Privacy Policy

What we collect: When you use our website forms, we collect only what the form asks for. From candidates: your name, email address, phone number, the licenses and certifications you list, your experience and work history as you describe it, your answer to whether you are legally authorized to work in the United States, your preferred metro, the name and phone number of a professional reference, your location and how far you are willing to drive, and anything you write in the message field. From employers: your name, company, contact details, and what you tell us about the opening you want filled. From employers posting a job: your company name (which we keep private and never publish with the posting), your name, email address, and phone number, and the details of the opening you post — the job title, specialty, city and state, pay range, shift, employment type, number of openings, the job description and must-haves you write, and any license or certification the role requires. From job alert signups: your name and email address, and the search criteria from the search you are running on this page when you sign up, which the signup attaches automatically — your search text, category, metro, location, and how far you are willing to drive. From problem reports: the description of the problem you write, and your name and email address if you choose to give them so we can follow up. We do not ask for your Social Security number through this website's forms, and you should never send it to us through a form or an ordinary email. We keep daily page-view counts. To count separate visitors without cookies, our system stores a one-way hashed code made from the day, your IP address, and your browser — the hash changes every day, your raw IP address is never stored, and the code can't follow you from one day to the next. We also store only the name of the site that sent you to us (like facebook.com), never the full link.

How submissions reach us: Submissions sent through this website's forms are stored in Vigilance's own private backend system, accessible only to Vigilance.

How we use it: We use candidate information to match you with employers, present your application to employers you fit, communicate with you about openings, and run the screening steps described in our Candidate Disclosures. We use employer information to understand your opening and to present candidates. We may also use information in the ordinary course of running the business, such as keeping records of applications, placements, and payments.

What we never do: We never sell your personal information to anyone, for any reason. We do not rent it, trade it, or share it for someone else's marketing.

Who we share it with: A candidate's information is shared with a prospective employer only for placement purposes, only after that employer has signed our agreement, on the basis of the application you submitted to us. Employer information stays with Vigilance and is used to fill the employer's opening. We may disclose information if the law requires it, such as in response to a lawful court order.

Background-check information: If a background check is run in connection with your application, it is run by the hiring employer — Vigilance does not obtain consumer reports — and it is handled under the Fair Credit Reporting Act and the separate disclosure and authorization shown at the application form. Records related to your application are kept confidential and used only for the employment purpose they were obtained for.

Retention: We keep application and placement records while they are useful for recruiting, placement, guarantee, and payment purposes, and afterward as business records. Because our candidate pool is ongoing, candidate information may be kept so we can contact you about later openings that fit; you can ask us to delete it at any time.

Your choices: You may ask what information we hold about you, ask us to correct it, or ask us to delete it, by emailing brandon.landry@vigilancerecruitment.com. We will respond to deletion requests promptly, except where we must keep a record for a legal, guarantee, or payment obligation. Questions about this policy go to the same address.

Terms of Use

This website provides information about Vigilance's recruiting services. Any job opening shown on this site is an opening posted by the employer on its own career page, or given to Vigilance by the employer to fill; it is not a job offer, and the hiring employer makes every hiring decision. Descriptions, pay ranges, and requirements come from the employer's own posting, are provided in good faith for general information, and can change as employers' needs change.

Using this website or submitting an application or a candidate request does not by itself create an employment relationship, an agency relationship, or a client relationship with Vigilance. Employer engagements are governed by the signed contingency agreement between the employer and Vigilance, and employer savings under the Employer Savings Program are governed by the program terms in that signed agreement; where anything on this website differs from a signed agreement, the signed agreement controls.

You agree to provide accurate information in anything you submit and to use this website only for lawful purposes related to employment, hiring, or referrals. Vigilance works to keep the information on this site accurate and current, but makes no warranty that it is complete or error-free. These terms are governed by the laws of the State of Texas. Vigilance may update these terms, and the version posted on the website applies from the date it is posted.

Equal Opportunity

Vigilance advances candidates based on qualifications only: licenses and credentials, experience, skills, reliability, and fit for the actual requirements of the job. We do not discriminate against any candidate or applicant on the basis of race, color, religion, sex, national origin, age, disability, veteran status, or any other characteristic protected by federal, state, or local law, and no such characteristic plays any part in screening, scoring, or presentation decisions.

We expect every employer we work with to comply with equal employment opportunity law in its own hiring decisions, and final hiring decisions rest with the employer. If you believe you were treated unfairly in our process, contact us at brandon.landry@vigilancerecruitment.com and we will look into it.

Candidate Disclosures

How the candidate pool works: Vigilance recruits ahead of demand. Applying puts you in our candidate pool for that kind of work — in line when an employer with a matching opening engages us. Applying does not guarantee an interview, an offer, or employment. We will contact you when we have a genuine match to discuss; the employer decides whom to interview and hire.

What Vigilance screens: Before we present a candidate, we verify identity, confirm current licenses and certifications where the role requires them, review experience against the role's minimums, check references, and conduct a scored screening conversation about skills, reliability, and fit. We describe our screening to employers exactly as it is: it is a pre-screen, not a guarantee of performance.

What the employer checks: In a placement, the hiring employer — the employer of record — runs the formal background check (a consumer report) before your start date, under the Fair Credit Reporting Act, using the written authorization you gave when you applied. Vigilance does not obtain consumer reports (background checks). Vigilance's own checks are limited to credentials, references, and the screening steps above; background checks are run solely by the hiring employer, as described in the disclosure at the application form.

Your background-check rights, in brief: No consumer report may be obtained for employment purposes without your written authorization and a clear disclosure that one may be obtained. If information in a report is used against you, you have the right to be told, to receive a copy of the report and a summary of your rights, and to dispute anything in it that is inaccurate or incomplete with the reporting agency. A summary of your rights under the Fair Credit Reporting Act is available free on request at brandon.landry@vigilancerecruitment.com.

Two plain promises: Vigilance never charges candidates a fee — employers pay for our service, you never do — and we present your information to employers only for the placement purpose you applied for, as described in our Privacy Policy.

Promotion 001 — Every Hire Bonus ($1,000): full terms

The offer. Vigilance will pay a one-time bonus of $1,000 to every candidate who qualifies under these terms — every person hired through Vigilance, with no cap on the number of qualifying hires. One bonus per person. The promotion began October 12, 2026 for the first ten hires and was expanded to every hire on October 13, 2026, before any candidate had been presented, so these terms cover every candidate. Enrollment stays open until Vigilance records a written end notice in its promotions register; ending enrollment never affects candidates already presented.

Qualifying hire. The candidate must (a) be presented by Vigilance, in writing, to an employer that has signed Vigilance's contingency agreement; (b) be hired by that employer as a result of that presentation, into any role; and (c) have a start date on or after October 12, 2026.

The one-year condition. The candidate must still be employed by that same employer on the twelve-month anniversary of the start date. Approved leave (vacation, sick, medical, or family leave) does not break eligibility. If the employer is acquired or merges and the candidate's employment continues without a break, the employment counts as continuous.

The fee condition. Vigilance must actually collect the placement fee for that placement from the employer. The bonus is paid out of collected fees; if the employer never pays the fee, the bonus is not payable.

When it is paid. Within 10 business days after BOTH the one-year condition and the fee condition are met — whichever is satisfied last. Paid directly to the candidate by check or electronic transfer to an account the candidate designates in writing. At the anniversary, Vigilance may confirm employment with the employer and/or by a document the candidate provides (for example, a recent pay stub).

Taxes. The bonus is income to the candidate. Vigilance will report the payment to the IRS on Form 1099 where the law requires it.

Locked terms. These terms govern every candidate presented while enrollment is open, exactly as written (Vigilance's Ironclad Policy). The bonus does not make Vigilance the candidate's employer; the hiring employer is the employer for all purposes. If any part of these terms is found unenforceable, the rest still apply, and any ambiguity is resolved in the candidate's favor.

Employer Disclosures

Fees: Vigilance works on contingency. You owe a fee only when you hire a candidate Vigilance presented. The standard fee is 20% of the hired candidate's first-year salary, as set in your signed agreement. No hire means no fee, and there are no upfront charges for a search.

Payment timing: Fees are invoiced when the placement is made and are payable on the candidate's start date, on the terms in the signed agreement.

The 90-day guarantee: If a placement leaves the job or is terminated for any reason within 90 days of the start date, Vigilance will present a replacement candidate at no additional fee; if a suitable replacement cannot be provided, the fee for that placement is not owed, all as set out in the signed agreement. The signed agreement controls the exact guarantee terms, including any conditions — this summary is a plain-language overview, not the agreement itself.

The Employer Savings Program: Every employer that hires through Vigilance earns back part of each placement fee it pays — the more you hire through us, the more you save. The share you earn back depends on how many paid placements you have made with Vigilance in total: 10% of the fee on each of your first four paid placements, 20% on placements 5 through 9, 30% on placements 10 through 19, and 40% on placements 20 and beyond. We set the earn-back aside on the day we collect the fee, and we pay it back to you within 10 business days after that hire's 90-day guarantee period clears. The earn-back is a payback, not a discount — the full fee is still due on the hire's start date. If a hire leaves inside the guarantee period and is replaced free, the earn-back follows the replacement: it is paid within 10 business days after the replacement's own 90-day period clears, and the replacement does not count as another placement toward your total. If the fee for a placement ends up refunded, credited, or not owed under the guarantee, no earn-back is owed on that placement. The program terms in your signed agreement are locked for you: we can change or end the program for future agreements, but never for an employer who has already signed, and earn-backs you have already accrued stay governed by your agreement even if it later ends.

Candidate information: Candidate summaries, screening results, and credential information are provided based on Vigilance's screening process and the candidate's own representations. We report what we verified and label what we did not. Screening is diligence, not a warranty: Vigilance does not guarantee a candidate's performance, conduct, or tenure beyond the free replacement search described in the signed agreement.

Your responsibilities: You are the employer of record. Hiring, firing, pay, scheduling, supervision, workplace safety, and legal compliance with your own workforce are yours. If you obtain a consumer report (background check) on a candidate, you are responsible for your own compliance with the Fair Credit Reporting Act, including providing the required disclosure, obtaining the candidate's written authorization, and following the required steps before and after taking any adverse action based on a report.

Partner Program — Closed

Vigilance's partner (affiliate) referral program closed on October 13, 2026, before any partner ever joined it: no partner ever signed up, was owed, or was paid anything under it, and no commissions or obligations of any kind exist under it. Vigilance does not offer a partner, affiliate, or referral-commission program; employers save through the Employer Savings Program described in the Employer Disclosures above instead.