FAQ's
RecruitMyMom is a generalist talent company that offers employers various flexible and cost-optimised hiring solutions. We understand businesses go through different start-up, growth and maturation stages that require specific flexible talent solutions.
In light of the needs of our clients and talent base of professional skilled mothers, we offer the following in-office and remote recruitment and staffing solutions:
- Permanent talent recruitment. Full-time and part-time.
- Fixed duration contract recruitment such as maternity or long-term sick leave cover.
- Fractional executive hires for immediate, cost-effective, experienced hiring. This includes CFO, CMO, CHRO, COO, CEO
- Independent contractors and freelancers.
- Remote staffing
- Virtual Assistants.
Other services include
- Verification checks, including credit, criminal, qualification and other
- Online skills testing and psychometric tests.
- Employer of Record for clients wanting to employ talent in South Africa without a registered entity permanently.
With over 200 various skills, we ensure our clients hire the best skills in a legally compliant manner. We are a trusted advisor that is compliant to South African labour law.
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RecruitMyMom does not assist with commission-only jobs, as the type of job-seekers that RecruitMyMom attracts do not apply for these jobs.
If, however, you offer a basic salary and contribute towards telephone/other costs, then we might be able to assist you.
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Understanding what an Employer of Record does helps companies hire remote or offshore permanent staff in cost-effective countries like South Africa.
The Role of Employer of Record (EOR) Services
For businesses wanting to hire South African staff without a registered SA entity, Employer of Record (EOR) services provide a streamlined hiring solution:
- Legal Compliance: EORs handle worker classification and employment contracts, reducing the risk of legal disputes.
- Administrative Support: Payroll, tax compliance, and benefits management are managed by the EOR, allowing companies to focus on their core objectives.
- Access to Talent: EORs attract skilled workers by offering secure employment and handling local regulatory intricacies.
- Intellectual Property Protection: EORs ensure intellectual property created by employees is automatically owned by the company, a benefit often unavailable when working with independent contractors.
Employer of Record (EOR) vs. Professional Employment Organisation (PEO):
While EORs and PEOs assist with employment administration, their roles differ. An EOR becomes the legal employer of record for the employee, assuming full responsibility for compliance with local labour laws, payroll, and taxes.
In contrast, a PEO typically co-employs workers, sharing legal and administrative responsibilities with the company. This distinction makes EORs particularly advantageous for international hiring, where businesses may lack a legal entity in the employee's country. PEOs are more suited to companies already operating in the country that need support with HR and payroll functions but retain direct employment relationships.
RecruitMyMom's role as a Global Workforce supplier and Employer of Record
RecruitMyMom services many global clients looking to hire offshore talent to cost-effective countries like South Africa. We offer the following services:
- Recruitment of talent. With a large talent base of skilled knowledge workers in South Africa, we assist local and global companies in sourcing the best female talent for roles, including executive skills.
- Independent Contracting. We offer multiple skill sets for our many vetted independent contractors, including virtual assistants up to Executive skills.
- Employer of Record (EOR). Given the demand for full-time permanent staffing, we offer global peace of mind of being compliant with South African labour laws by providing EOR services. Our service ensures legal compliance, IP protection and administrative support.
- Fractional Hiring. Access top-tier leadership without the full-time cost. Our Fractional Hiring services connect your business with experienced CFOs, CMOs, CHROs, COOs, and CEOs who provide expert strategic input part-time. Perfect for scaling businesses seeking executive-level skills with flexibility.
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It is free to post a job on RecruitMyMom.
You pay only when you succeed - we are a full-service talent agency specialising in female talent.
How do I post a job?
Employers post a job on the site for free via the job posting page.
We'll contact you to discuss your needs and understand you better. We use real human interaction to do this.
We work on various types of recruitment, including permanent, contract, independent contracting, remote workers, fractional C-Suite hires and virtual assistants.
The job is published and made visible on the job-seeker jobs page.
It is marketed to our growing talent base via social networks and other online search tools.
Our team of professional recruitment managers source, interview, and conduct background checks. A dedicated account manager will then present only the top candidates to you.
You'll only need to conduct a final interview.
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Employers without a registered entity in South Africa can employ permanent and full-time talent in South Africa via RecruitMyMom's Employer of Record Service.
Alternatively, you can hire Independent Contracting talent for projects without needing an EOR.
At RecruitMyMom, we offer Employer of Record (EOR) services for South African remote-based employees, streamlining the hiring process by acting as the legal employer on your behalf. Our Employer of Record (EOR) services handle all aspects of employment administration, including payroll, tax compliance, contracts, and employee benefits, while you maintain full control over the employee's day-to-day activities and responsibilities. This arrangement allows you to expand your team quickly and compliantly without establishing a legal entity in South Africa. Our EOR service ensures that your employees are managed within the legal labour framework, reducing your administrative burden and allowing you to focus on growing your business.
Please feel free to contact us for further details.
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Knowing when and if you can request a credit check on a potential new hire is vital.
The National Credit Act, 2005 (Act No.34 of 2005) under regulation 19(12) states that an employer can only request a credit check on a job-seeker if:
The requestor certifies that all requests for consumer credit records relate to a position requiring honesty in handling cash or finances.
- The employer who is requesting the credit check of a job seeker must provide certification that the job requires honesty in handling cash or finances.
- The job description needs to be in place to indicate that honesty is required in the handling of cash or finances.
If you require credit, qualification, criminal or other checks done for future potential employees, RecruitMyMom offers this service, even for candidates not placed by us.
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A global company can hire South African talent. RecruitMyMom provides global employers with dynamic, cost-efficient hiring solutions tailored to your needs. Our recruitment services include permanent hires, contract roles, independent contractors, remote workers, and virtual assistants.
Our personalised and solutions-based recruitment service ensures you have access to top talent that fits your business model, all while optimising your budget.
Our recruitment team has deep knowledge of remote workers and virtual assistant recruitment.
Our vast and unique talent base of skilled moms seek out full-time, part-time and flexible hourly work.
If you have a South African registered entity, a global entity can permanently employ South African talent. If not, we can assist you with employing full-time staff via our Employer of Record service.
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RecruitMyMom services global employers hiring from outside of South Africa. Our talent base is highly sought-after by employers worldwide.
Global employers should consider hiring remote skilled moms based in South Africa due to the unique blend of benefits they offer.
RecruitMyMom's talent base of skilled mothers brings reliability, exceptional skills and a strong work ethic, making them highly sought-after remote workers by employers worldwide.
Hiring from South Africa also provides cost savings without compromising on quality. The shared time zone with Europe and the ability to converse fluently in English further enhance their suitability for global roles.
Our clients from the USA, UK, Ireland, Canada, the Netherlands, Greece, the Caribbean, Mauritius, Australia, and New Zealand consistently choose South African moms for remote work, recognising their talent and dependability in delivering outstanding results.
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A permanent placement fee is charged when the contractual relationship moves from being a contractor or independent contractor to being a permanent employee.
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Understanding Resignation rights under the South African Basic Conditions of Employment Act (BCEA):
In South Africa, resignation is a unilateral act by the employee that terminates the employment relationship. When employees submit their resignation, they end the employment arrangement on their own accord. This act does not require the employer's agreement or consent.
According to the BCEA, resignation involves two main components:
- The Unilateral Act: The employee’s decision to resign is a unilateral act, meaning it is carried out solely by the employee without needing the employer's approval.
- Notice Period: The employee is required to provide a notice period, which varies depending on their length of service. This notice period typically ranges from one to four weeks depending on the contractual agreement.
If an employee fails to provide the required notice, it constitutes a breach of contract. The employer can either enforce the notice period or accept the breach. If the notice is waived, the employer must compensate the employee for the notice period unless otherwise agreed. Failure to work out the notice period may result in "no work, no pay," and employers can seek damages for any financial loss caused by the breach.
Key Considerations for Employers:
- Written Confirmation: Confirm receipt and acceptance of the resignation in writing. Include details about the notice period, any leave arrangements, and the final working day.
- Termination of Contract: The employment contract ends either at the conclusion of the notice period or upon waiving the notice, as applicable.
- Certificate of Service: Provide a certificate of service when the employee leaves, as mandated by the BCEA.
- Handling Notice Period: Employees should ideally fulfill their notice period unless an agreement is made to waive it. Failure to comply may result in non-payment for the notice period and potential claims for damages.
- Leave During Notice: Employees cannot generally take leave during the notice period unless expressly agreed upon. Notice cannot overlap with leave periods.
- Termination Pay: Ensure accurate calculation and payment of termination benefits, considering the employee's full remuneration package.
- Confidentiality and Return of Property: Verify that all company property and confidential information are returned. Review any confidentiality agreements or restraint clauses.
Read more about what the labour law says about resignation periods.
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Probation clauses can be misunderstood. Some employers like to use fixed-term contracts as a form of probation clause. Here is what you should consider.
The fixed duration 3 month contract option.
A fixed-term contract is fixed in duration. If you hire an employee for a fixed period, then legally, the length of the contract is binding until the contract's termination date (3 months in this case). Suppose an employee is employed for three months. In that case, the employer cannot terminate the employee's services before the three-month period is complete without a valid termination clause. The implication is that an employer can end up with an employee not performing well despite training and feedback. In this case, the employer must complete the employment contract until its termination date.
A Fixed-term contract can be extended beyond three months for justifiable reasons, as is laid out in the Labour Relations Act.
Something many employers need to consider when putting employees on a 3-month contract is that you do not always attract the best talent for contract roles. Many people seek job security, and permanent roles are more attractive than contractual jobs.
The permanent contract with a probation clause option.
The length of a probation clause in a permanent contract can vary. Three months is a standard time in many industries in South Africa. A probation clause allows the employer to assess and terminate an employee's services if they are not performing before the probation period. However, the clause does not allow an employer to illegally terminate an employee's services. The employer must provide the employee with clear KPIs, measures, training, feedback, and an opportunity to rectify the problem before termination.
Working through a disciplinary process is simple when the employer has a well-written employment contract and documented guidelines for what is expected from the employee and how this will be measured.
Read this blog: How to correctly dismiss an employee during the probation period.
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How does RecruitMyMom work?
RecruitMyMom serves a number of employers and job seekers. We offer high calibre jobs for job seekers in many different fields. For employers, we provide the opportunity to list various jobs and find top quality candidates to match.
There is a process for each:
Employers
Employers post a job on the site via the Employer’s Page. Job posting and registration is free.
A recruitment manager will be in contact via telephone or email to discuss the job. This person will be your primary contact throughout the employment process.
The job is reviewed to make sure it fits with the requirements of our site, namely the work can be completed in part-time or flexible hours or if it is full-time employment that it has flexible working conditions. Once approved, the job is published in the "Current Jobs" page. Jobs are marketed via email and posted to social media for the RecruitMyMom database.
Candidates apply for the job via the RecruitMyMom website.
For fast-turnaround Virtual Assist positions, our recruiters will select the candidate based on the previous positive experience of having worked with them in the past.
A full table of services per job type can be viewed under Section 2 here >>
Fees are paid upon successful employment of one of our candidates. Fees can be viewed under section 3 here >>
Job Seekers:
Job seekers can join RecruitMyMom for free as a Job Seeker. You can register to gain access to your personal candidate portal where you can upload your CV, add your skills and other necessary information. Read our blog on how to optimise your profile for the best experience with your job applications.
Tip: Add the address info@recruitmymom.co.za to your email contact list so that our emails do not end up in your spam or promotions folders.
Once you have signed in, make sure you complete the online RecruitMyMom profile via the candidate portal in order to be able to apply for jobs. You can also upload a Word version of your CV and the system will parse your information into your candidate portal. This online CV is what we send to potential employers when a job seeker applies for a position advertised on the website. You can view your uploaded CV in your candidate profile by clicking on ‘Resume’ at the top.
Our recruiters sift through the applications and short-list the CV's based on best fit with the job specification.
The Recruiter will be in contact if the employer has requested an interview with you.
If your application was not successful, you will receive an email once the position has been filled and the job has been closed by the employer. It will then also be removed from our website.
We advertise Permanent and Fixed duration roles where the candidate is employed directly by the employer.
We also advertise Independent Contracting roles where RecruitMyMom collects the amount due from clients plus our fee and pays the contractors who invoice RecruitMyMom for services rendered to our clients. As a consultant, you can be appointed to work on several clients at once depending on your availability.
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RecruitMyMom prides itself on offering exceptional personalised service to clients and job-seekers alike. Because we believe that no-one-size-fits, we provide various employment services:
- Permanent hires
- Fixed-term hires, including maternity and long-term sick leave cover
- Independent contractors, including freelancers and skilled knowledge workers
- Virtual Assistants, including Executive, marketing, admin and financial assistants
- Fractional C-Suite hiring. Cost-effective executive hiring, including CHRO, CMO, CFO, CEO, and COO.
We offer the following services in addition to recruitment:
- Employer of Record (EOR) services for employers wanting to hire permanent talent in South Africa and remain legally compliant.
- Payroll services
- Credit, criminal, qualification and ID verification checks.
- Online skills testing.
- Psychometrics, including DISC
- Experienced and inexperienced graduate and learnership hiring through our sister company, RecruitAGraduate.
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Fees & Service Level details explained.
RecruitMyMom prides itself on offering our clients several flexible, cost-optimised hiring solutions. From start-up to scale-up and beyond, hiring and skill-set requirements change. We consult with our clients to find the best talent solution.
With a talent base of 200 000+ and over 200 skill sets we are able to offer the following hiring solutions:
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RecruitMyMom is not a job board. We are an award-winning full-service employment agency in South Africa providing exceptional human-managed service.
Our trained recruiters source and present top-calibre candidates to employers for all your talent needs.
In addition to assisting with permanent hires, we offer a wide range of flexible hiring solutions designed to reduce both the cognitive and execution demands of busy leaders. Our recruiting services include full-time and part-time professionals, independent contractors, consultant hires, talent for reduced workweek roles, virtual assistants, remote workers and C-Suite fractional hires.
We believe there is no one-size-fits-all solution. Working with employers, we problem-solve together to ensure the best hiring solution.
Our remote skills offer varying seniority up to the C-Suite level.
We fill in-office jobs in all major centres in South Africa, including the Western Cape, Gauteng, KZN, Eastern Cape, Limpopo and Mpumalanga.
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There are NO FEES for job-seekers on RecruitMyMom.
It is against the law in South Africa to ask any job seeker for fees. As a job seeker, you should never pay money to a recruiter for registration.
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We have a strong philosophy of protecting your privacy. See Privacy Policy for more detail.
Your CV and skills on your RecruitMyMom candidate portal profile will only be presented to a potential employer if you apply for a position on our website and your CV fits the job specification. We do not include any private contact details until the interview stage.
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How do I apply for a job listed on RecruitMyMom?
If you have already registered and entered your details on our candidate portal, you can sign in and then apply for a job via the RecruitMyMom Current Jobs page.
Go to our current jobs page, click on the job to open up more detail.
On the detailed job page, click ‘Apply’. Then, if you are not a registered candidate on RecruitMyMom you’ll reach a page requesting personal information. This will auto populate the personal information section. View a short video tutorial.
Tip: Make sure all your information is filled in correctly, and make sure you’ve uploaded your Word CV to the ‘Resume’ section. Filling in your skills is how we find you for jobs that match your experience and skills.
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The joining criteria set out for RecruitMyMom are to ensure that we can confidently advertise to employers that our registered Moms are experienced, skilled and professional.
If you have succeeded in your field of expertise and can demonstrate your experience on your CV and through your skills then we will gladly accept your application.
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We regularly communicate new jobs to our talent base of job-seekers through various channels.
Finding a perfect job through RecruitMyMom is easy.
Register your job-seeker profile on RecruitMyMom. Correctly complete 100% of all the fields on your job-seeker profile.
Select 'Yes' to receive communication from us so we can email you job alerts and newsletters.
Follow us on social media for daily new job alerts.
Need help registering? See our FAQ on how to register.
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The employer will provide you with a Labour Relations Act of South Africa-compliant employment contract for permanent and fixed-duration jobs. Do not start working without a signed contract in place. The employer will pay your salary as an employee of the company.
For independent contracting jobs such as freelancers and consultants, RecruitMyMom bills the client, including our fee, and follows up on receiving payment. RecruitMyMom pays all Independent Contractors by the end of the month, provided the money has cleared in the RecruitMyMom bank account.
The advantage of being a RecruitMyMom independent contractor is that we build a trusting relationship with you and will continue to use your skills for several clients over the years. In addition, you do not have to follow up on the payment for work done; we do that on your behalf.
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RecruitMyMom calls and personally engages with every employer that posts jobs on our website. We do this to ensure that every job is legitimate and worthwhile being on our platform.
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Jobs are removed as soon as we fill the position or an employer informs us that the job has either been filled or has been put on hold.
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Once you have created an account on RecruitMyMom you can cancel it at any time by logging in and selecting "Cancel Account," or you can request an account cancellation through the "Contact Us" page.
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Candidates may be asked to complete a consent form for background checks and to furnish us with referee details for reference checks.
It is a standard recruitment protocol to conduct reference checks to corroborate the information provided in your CV with the people that you reported to directly. Potential employers may also request that certain background checks, such as criminal, credit or qualification verification checks are conducted for various reasons. One of these reasons could be that the role requires government security clearances, another could be that the company's hiring policy dictates a clear credit and criminal record for certain roles. Many financial roles today require a credit check.
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