1. Members must agree to 50/50 fee "splits" (including retainers or down payments) with associate members upon candidate placement and further agree that the placing firm (AMR member working with client) will pay the "split" partner company (AMR member providing the candidate) its part of the fee, with a photocopy of the client's check, immediately upon receipt of payment for the placement from client. Member supplying the candidate must agree to honor the placement member's contract guarantee to client. Any other fee split (other than 50/50) must be agreeable by all parties involved before submission of the candidate. Three-ways are not allowed within the AMR membership (all three firms being members of AMR).

For purposes of clarification, an AMR member who has a contract with a client and is conducting a search on behalf of that client, will be referred to as "client-side member". An AMR member that is working with the client-side member to provide a candidate to fill a position for the client-side member's client, shall be referred to as "candidate-side member".

(A) Should the event arise that a candidate must be replaced, according to a client's contract, both client-side member and candidate-side member involved in that placement are responsible to replace the candidate. The client-side member shall allow the candidate-side member one-half the time frame indicated that a candidate must STAY EMPLOYED by the client as outlined in the client's contract guarantee, to provide a candidate accepted by the client before involving outside sources to replace that candidate. Should the candidate-side member not provide a replacement candidate accepted by the client in one-half of the time frame as described above, then the candidate-side member must refund any fee paid to him/her by the client-side member.

(B) Should payment from a client for the placement of a candidate between two AMR members become 60 days past due, then the client-side member must prove a reasonable effort is being made to collect the past due amount from his/her client. Any fees incurred for collection of a placement fee shall be equally shared between the client-side member and the candidate-side member. 

2. Members of applying firm must have sufficient healthcare recruitment experience, as determined by AMR.

3. Members must agree to The Alliance of Medical Recruiters' philosophies regarding client and candidate ownership.

(A) An AMR member may claim ownership of a candidate only if personal contact has been made with that candidate. Information of a candidate on a mailing list, database, etc., does not constitute ownership of a candidate.

(B) Ownership of a candidate will have a one year time limit with training and/or end of position search exceptions. The time limit starts upon sending the candidate's CV to another member. Training exception is defined as residency, fellowship or other training. If the candidate is still in training after the one year time limit has expired, ownership is retained by the originating member until that candidate accepts a position. End of position search is defined as the candidate either accepting a position or the candidate no longer seeks a position. If the candidate is not in training and said candidate is still in the job market after the one year time limit has expired, ownership is retained by the originating member until said candidate either accepts a position or said candidate no longer seeks a position. Further, ownership is retained only if originating member follows the candidate with all updated contact information and informs trading partner of all changes.

(C) If an AMR member (A) submits a candidate to another AMR member (B) and that candidate later responds directly to member (B) through a mailer, journal ad, etc., the candidate remains the originating member's candidate until ownership ends outlined by policy 3 (B) (above).

(D) No one may acquire a client by learning of that client through another AMR member or with prior knowledge that the client works with another AMR member or by sourcing a AMR member's candidate.

(E) If an AMR member learns of a position through an associate AMR member and both AMR members work with the same client with that position, the member informed of the position will submit any candidates through the informing member for that particular position.

4. Members must agree to submit positions to the AMR database that are viable positions and has a fee agreement with the client. Further, members must agree to submit candidates with whom that member has been in personal contact and has interviewed and has either a Curriculum Vitae or resume of that candidate on file.

5. Members must agree to demonstrate only the highest ethical and legal business standards.

6. Members must agree to accept any decision made by any committee under The Alliance of Medical Recruiters. Further, members agree to hold any member of the aforementioned committee harmless and without fault regarding any decision or action taken by said committee. Members or non-members who apply for AMR membership also agree to hold any representative of The Alliance of Medical Recruiters harmless regarding acceptance or rejection or renewal of membership into The Alliance of Medical Recruiters. AMR reserves the right to terminate membership of any member for any reason.

7. Information on the AMR database and internal communication are for members ONLY. It is not to be shared with anyone outside of the AMR membership. Further, should a recruiter leave the member's office for other employment, member shall inform AMR immediately.

8. Because a registration stays on a computer's hard drive, members should not register a password on a "casual" use or non-member's computer.

9. Any AMR member requesting an associate member's candidate and asks for an introduction to that candidate, is required to call the candidate. The submitting member must receive permission from the candidate to submit candidate's CV or resume to a client (hiring authority) unless the originating member has cleared permission from the candidate. Members should clear the candidate's name with client before submitting CV or resume. Further, AMR members are required to keep associates updated on events of interview or any information relevant to the interview process.

(A). A member who wishes to submit (submitting member) a candidate to another member (accepting member) must clear the name with that member. The accepting member has up to 24 hours to clear the name. The submitting member has up to 72 hours to submit the CV to the accepting member.
Exceptions to this rule: Those exceptions will include submitting members who have deployed military physicians or physicians working overseas in some capacity who may be difficult to reach or submitting members who have physicians with medical emergencies. Those submitting members who have exceptions will have up to 10 working days to submit the CV. Exceptions may also include members who are out of their offices and are unable to respond within the above guidelines. Those members who are out of the office will have up to 72 hours to clear the name and up to 5 working days to submit the CV.

10. No AMR member shall knowingly accept a duplicate candidate from another AMR member. Further, no AMR member should attempt to submit a candidate to another AMR member knowing that AMR member already has the same candidate.

11. Should an AMR member (A) receive a candidate from another AMR member (B) and the same candidate reveals the name and contact information of another potential candidate to the receiving AMR member (A), the new candidate shall be the property of the receiving AMR member (A).

12. No AMR member is obligated to accept the unsolicited CV or resume of a candidate from another AMR member.

13. AMR members charge client fees only.

14. AMR members will check e-mail at least once per day unless circumstances prevent (vacation, weekend, holiday, etc.)

15. AMR members MUST have up to date virus protection on any computer that accesses any area of AMR.

16. Members agree that all AMR dues are non-refundable.

17. AMR policies may change or be updated without notice.

18. Branch offices of AMR members will be charged an additional membership fee.

19. This AMR Policy agreement supercedes any other signed agreement between AMR members.

20. Duplication of any portion of the AMR site, including but not limited to source code, design or function is strictly prohibited.

Any disputes against AMR will be governed by the laws of the state of Missouri.

PROCEDURE FOR COMPLAINTS

Any formal complaint must be faxed or e-mailed to Little & Associates, Inc., which will in turn, be faxed or e-mailed to the member being charged. Charged member has 24 hours to respond. Complaint and response will be faxed or e-mailed to an ethics committee. The committee will render an action that must be followed by the involved members. A decision could be made to expel any member or members. Members agree to hold any member or representative of The Alliance of Medical Recruiters harmless in the event of any action taken.

What our members say about AMR

"Ken and I have already made a placement because of your network. Thank you for allowing me to join and for your well organized program."

"Best investment I made in 1999 was joining AMR !! I think I joined in late Nov and have 5 splits so far with a couple more working. Would sure like that return on my other investments !!!!!!!!!!!!!!!"

"By working through AMR you literally have 70 + recruiting agencies who are nationwide working on your behalf."

"I have placed candidates with clients of AMR affiliates, clients with whom I probably would never have developed a relationship of my own. Additionally, I closed a difficult search quickly with the help of an AMR recruiter whose candidate turned out to be the perfect fit. In both cases, my association with AMR affiliates produced revenue that otherwise would not have been realized."

"AMR allows me to fill in the gaps with my clients in physician recruiting, all the mailers and advertising can't possibly cover all my needs, therefore I ulitize AMR as another tool in my recruiting arsenal."

"I've been involved with 3 networks in the last 5 years with AMR being one of the 3. AMR is by far the most reliable and easiest to use of the 3 networks. AMR has very good participation amongst its members, and the database setup covers all the bases without requiring extra input that serves no purpose except busy work."

"AMR is another excellent tool to help the smaller recruiter appear much larger in scope. some of my clients can't believe that I beat out the big guys on their searches with quality candidates."

"Easy to use, fast, reliable. I made seven splits in 1998 that I would not have made without being a member of AMR."

"AMR is very helpful for split business. It is also helpful whenever you need a candidate in a hurry to submit to a good client. Instead of waiting to source physicians, you can find a physician who has been prescreened right there on the AMR database. I like the concept and the mass e-mail to fellow AMR members for hot needs. So far, I think I have five or six splits this year."

"AMR has by far been the best investment I made in 1998 and has already paid off with two placements in my first 90 days on the network."

"AMR is a productive instrument in my recruiting surgical-bag. The data base simplifies what could be a complicated and time consuming process. It is also helpful, when working in a one-woman office, to have other professionals to tap for ideas and assistance if my approach isn't succeeding. Knowing that all members are held to the same ethical standards removes one concern from daily activity."

"Just wanted to let you know how much I respect and appreciate all the time and effort you have put into the AMR web site. Thank you for providing such a stellar professional service to the physician recruiters."