Draft for attorney review. Not in force. Text in [brackets] is still open.

Made The Team practice service agreement

Draft 1, 2026-10-21, for attorney review. Not in force until the attorney signs off and the open facts in brackets are filled in. Punch list item l10.

This agreement is between Made The Team, a Pennsylvania business at [address] ("we"), and the practice named in the order below ("you"). Made The Team is run by Dr. Mike, an optometrist.

The order

1. What this agreement covers

One search for one position at one office. It starts when you sign and pay, and it ends when the guarantee period for the hire ends.

Every person you hire from our list, for any position, inside twelve months of the list, is a hire under this agreement. The first is at the search price. Each further one is $2,297, with its own 90-day guarantee from that person's first day.

2. Before you sign: the market report

The market report is free and comes by email within two business days. It is green or red. Red means we don't think your town fills the position at your wage, and we don't take your money.

3. What we do

1. The 20-minute call. Dr. Mike or Brianna [title] calls you. You tell us about the job: your hours, your wage, your practice management system, the vision plans you take, and the three moments that break your front desk. We write it up as your role card.
2. Your ad. We write your ad and run it on the practice's own Indeed account, Google Jobs through the practice's careers page, and the free job sites that take our feed; the exact list is given once the ad is seen live. The ad and the career page are yours to keep.
3. Every applicant gets a text within seconds, from a local number that belongs to your search, with four quick questions about wage, commute, availability and start date.
4. The same Work Sample and the same automated interview for every applicant whose answers fit the job. A computer scores both against the same written guide, blind: no name, no photo, no age. Dr. Mike wrote the guide.
5. Every applicant hears yes or no within 48 hours of their last step with us, with two strengths and one thing to work on. Your practice's name is on those texts.
6. The short list. Two or three candidates who clear every bar, each with an interview kit, and the one we suggest you hire. If fewer than two clear every bar, we tell you when to expect more. If after 14 days of sourcing only one has, we send that one, labelled as the only one, and keep sourcing.
7. The interviews. We set them up at the interview times you give us when your short list lands. Finalists are held for you for 48 hours after their interview. After you hire, we send the hire file and the onboarding kit.
8. The 30, 60 and 90-day texts to your contact, asking whether the hire is still with you.

Nobody at Made The Team reads every result or every short list. A person steps in when a candidate asks for a review, when you raise a red flag, or when something fails.

The texts that run your search come from Scout, our automated assistant, and its first text says so. A Made The Team member signs this agreement and the welcome email. A person reads anything that needs one.

4. What you do

1. Take the 20-minute call, and tell us the truth about the pay, the hours and the job. On the call, name the person doing the interviews.
2. Keep your own Indeed account in your name, and give us access to run your ad in it for this search. Do not use the account to look at applicants for this position before the short list lands; the blind screen depends on it.
3. Give Scout your interview times within 48 hours of the short list landing in your texts (section 6).
4. Hold the interviews (2 or 3, about 30 minutes each) and make your own hiring decision.
5. Do everything an employer must do: the offer, the pay, any background or license checks you want, work eligibility forms, and your own duties under employment and anti discrimination law.
6. Tell us the hire's first day, and answer the 30, 60 and 90-day texts. The guarantee runs from the first day, and we can only start a replacement when we know the hire has left.
7. Pay the price before we introduce anybody (section 5).

5. Price and payment

$2,944, paid once, before the search starts and before you meet anyone. That's $2,797 for the hire, plus a $147 set-up. The $147 set-up pays for writing your ad and running it on the practice's own Indeed account, Google Jobs through the practice's careers page, and the free job sites that take our feed; the exact list is given once the ad is seen live. It also pays for your own local number that texts every applicant within seconds. You pay after the 20-minute call. No monthly fee for the hire, and no percentage of salary. No payment in parts.

The card from your first payment stays on file. When you confirm a further hire, we text you one button to approve the charge to that card. The receipt goes to the email you paid with.

We do not spend money in your Indeed account without your written OK. Any sponsored placement runs in your own Indeed account, only with your written OK, and is your spend, not part of this price.

Team Pulse is optional and is not part of this agreement. If you choose it, it comes with its own short terms.

6. The guarantee

Word for word, as decided on 2026-10-21 and as it stands on the sales page:

If the person you hire leaves or is let go inside 90 days of their first day, for any reason, we fill the position again at no charge, provided you gave us your interview times, or reached your finalists yourself, within 48 hours of the short list. It's a replacement, not a refund.

What you get, by situation:

• If the replacement we found you leaves too, a new search is $2,297 instead of $2,797.
• Once we've sent you finalists, the search keeps going at no charge until you hire.
• Day 91 and after is yours.

The 48 hours:

The clock starts when the short list lands in your texts. Your interview times, texted to Scout within 48 hours of the short list, are what counts. Reaching your finalists yourself inside the same 48 hours counts too.

If every finalist says no, nothing is lost. The search keeps going at no charge until you hire. Miss the 48 hours and the guarantee doesn't cover that hire. Everything else still happens.

What the words mean here:

• First day is the hire's first day of work at your practice.
• The 90 days start on the first day you tell us. If you don't tell us, we use the first day the hire tells us. If neither of you tells us, the 90 days start the day you named the hire.
• A finalist is a candidate on a short list we send you.
• Meet the first candidate means your first interview with a finalist.
• Fill the position again means a new search for the same position at the same office, run the same way, with no new set-up fee.
• The guarantee fills the position once. A second departure is a new search at $2,297.

7. Refunds, in one place

8. What we do not do

• We are not the employer, and we make no employment decisions. You decide whom to meet, whom to hire, the pay and the terms. The candidate we suggest is advice.
• We do no background checks, no reference checks, no credit checks, no drug tests, and no checks of licenses, work eligibility or past employment.
• We give no legal advice. Any offer letter or onboarding kit we send is a draft from your role card; you are responsible for what you send a candidate.
• We do not promise that any hire will stay. The guarantee is how we stand behind a hire.

9. What the scores mean

The scores tell you who can do the job, on the day the candidate did the Work Sample and the interview. They are not a prediction of how long anyone will stay. The scoring guide is new and has not yet been checked against who stays; we will publish the stay rate once there are enough hires. Whether a hire stays gets decided in your first 90 days, which is exactly what the guarantee covers.

10. Data

1. What you get about candidates. For each finalist: the scores in words, the reasons, the interview marks and short quotes, what the four answers mean for the job, and the dress policy answer if asked. You get a first name and a phone number when you choose to meet a candidate. You never get the audio, a photo, a video or an age.
2. How you may use it. Only to decide on this hire. Keep it private to the people at your practice who are part of the decision. Do not share it, sell it, or use it to contact a candidate about anything else.
3. Deletion. When a candidate asks us to delete their record, we tell you, and you delete what you got from us, except what the law makes you keep as the employer.
4. Your hiring records. As the employer, you keep the records the law asks employers to keep. We keep ours as our candidate privacy notice says (docs/legal/candidate-privacy-notice.md).
5. Candidates not hired. After you decide, or 48 hours after a finalist's interview (72 hours after the short list if no interview was set up), we stop holding the finalists you did not choose.
6. What we keep about you. Your role card, your contacts, the messages between us, and the 30, 60 and 90-day answers. We use the outcomes to improve the scoring and to publish totals such as a stay rate. We never name your practice in public without your OK.
7. Laws on automated hiring tools. Some places have them, New York City, Illinois, Colorado, California and Ontario among them. We give applicants the notices these laws require as we understand them, and we put in your ad any line they require there (for example that applicants get texts from us, or that automated tools screen applicants). Keep those lines in the ad. We do not take searches for positions in New York City until we have the independent bias audit that city requires [proposed].

11. Limits on what either of us owes

Our total liability under this agreement is limited to the amount you paid us for this search. Neither of us is liable to the other for lost profits or for indirect losses. These limits do not apply to fraud, to willful misconduct, or to anything the law does not allow to be limited.

12. Disputes, and the law that applies

If something goes wrong, tell Dr. Mike first, by email or by phone. We both try to settle it within 30 days. If that does not work, either of us may bring a claim in the state or federal courts for [County] County, Pennsylvania, or in small claims court where the claim fits. Pennsylvania law governs this agreement.

13. The rest

• This agreement, the order and the role card are the whole deal. The sales page says the same things; if anything differs, this agreement wins.
• A change counts only in writing, signed or emailed by both of us.
• We are an independent contractor. Nothing here makes us your employee, your partner or your agent in hiring.
• Notices go by email to the addresses below.
• Neither of us may hand this agreement to someone else without the other's OK, except to a company that takes over our business.

Signatures

Made The Team

Signature: ______________________________

Name: Dr. Michael Neal, [title], for Made The Team

Date: ______________________________

Email for notices: [email]

The practice

Practice legal name: ______________________________

Signature: ______________________________

Name and title: ______________________________

Date: ______________________________

Email for notices: ______________________________

For the attorney: points to check

1. The signing party. Made The Team, a registered Pennsylvania fictitious name (file 0016049088). The guarantee on the sales page is signed "Dr. Michael Neal, Optometrist, Made The Team"; confirm it binds the entity and not Dr. Mike personally.
2. The guarantee wording is the decided text word for word. Check the defined terms in section 6, especially "meet the first candidate" and "fill the position again". The sales page marks the 45 day rule and "day 91 and after is yours" as defaults for Dr. Mike to confirm; the brief for this draft treats the 45 day rule as decided. Confirm both with Dr. Mike. Also decide whether the 48 hours pause on weekends and holidays (today they do not).
3. "The search keeps going at no charge until you hire" has no end date. Decide whether to add one (for example a number of days, or when the practice stops answering).
4. The 45 day clock runs from the green market report, before the practice has paid or taken the call. Confirm that is what Dr. Mike wants, or run it from payment.
5. Second hire from one list, and the replacement's set-up fee. Neither is decided. Say what happens if the practice hires two finalists, and whether a $2,297 new search carries the $147 set-up.
6. The Indeed account. We run the ad in the practice's own account. Confirm the access terms, who pays any sponsored spend, and that asking the practice not to look at applicants before the short list is enforceable and sensible.
7. Limitation of liability. Check it against the risk that Made The Team is treated as the employer's agent under anti discrimination law, which a contract cannot limit for the applicant. Decide whether to add mutual indemnities.
8. Joint duties under the automated hiring laws. Confirm who is the "employer", "employment agency", "deployer" or "service provider" under New York City, Illinois, Colorado and California rules, and split the duties (notices, bias audit, impact assessment, record keeping) in the agreement.
9. New York City. Confirm declining New York City searches until an audit exists. The sales page does not mention it.
10. Positions. Resolved 2026-10-21: the service covers front desk, technician and optician only (sales page v9 no longer lists Practice Managers and Billers). The pick engine reads front desk only today; this draft offers the three.
11. Records. The practice keeps its own employer records; confirm what we must hand over if a candidate or an agency asks the practice about a decision.
12. Venue ([County] County) is a placeholder.
13. Team Pulse is left out on purpose; the sales page offers it free for 90 days on opt in. It needs its own terms.
14. Brianna's title is open.