Hiring Policy

Our Hiring Principles

Every decision we make during recruitment is guided by the following:

• Merit first. Skills, experience, demonstrated ability, and attitude determine who we hire, nothing else.
• Equal opportunity. We do not discriminate on the basis of gender, age, nationality, religion, ethnicity, disability, or any other characteristic unrelated to the role.
• Values alignment. We look for people who share our core values; trust, honesty, learning, and co-operation. Cultural fit means shared principles, not sameness.
• Transparency. Candidates are kept informed at every stage. Applications are reviewed within 3 working days. No one is left waiting without reason.
• Respect for every applicant. Whether someone gets the role or not, their experience of applying to vorza360 should feel professional and worth their time.

Roles and Responsibilities

HR Team

• Owns the end-to-end recruitment process
• Posts roles, screens applications, and coordinates all interview stages
• Prepares and issues offer letters and employment contracts
• Manages onboarding and the orientation period
• Maintains all candidate and employee records in confidence

Department Heads and Team Leads

• Submit hiring requests when a vacancy arises
• Define role requirements and evaluation criteria
• Participate in interview stages and skills assessments
• Provide timely feedback to HR following each interview

Chief Executive Officer

• Conducts the final interview for all confirmed hires
• Provides approval for senior or cross-departmental roles
• Signs all employment contracts on behalf of vorza360

Raising a Hiring Request

When a department needs to fill a role, the department head submits a hiring request to HR. The request must include the role title and department, employment type, key responsibilities and required skills, reason for the hire, and preferred start date. No role is advertised or filled without an approved hiring request on record.

Sourcing Candidates

vorza360 finds candidates through the following channels:

• The vorza360 careers page at www.vorza360.com
• LinkedIn and professional job boards
• Company social media platforms
• Employee referrals
• Recruitment partners where applicable

Employee referrals are encouraged. If a team member refers to a candidate who is successfully hired and completes probation, their contribution is recognised internally. Referrals do not bypass the standard process — every applicant goes through the same evaluation regardless of how they reached us.

7. The Hiring Process

All candidates go through the following stages. Every session is conducted remotely via video call, and candidates are given reasonable advance notice at each step.

Step 1 — Application Review HR reviews all applications within 3 working days. Candidates are assessed against the stated role requirements. Unsuccessful applicants are notified promptly.

Step 2 — First HR Interview A two-way conversation covering the candidate’s background, experience, working style, and motivations. The candidate also gets a clear picture of the role and what working at vorza360 actually looks like.

Step 3 — Second HR Interview A deeper session focused on specific experience, skills, and working approach. Depending on the role, a practical task or short skills assessment may be included at this stage.

Step 4 — CEO Interview Final-stage candidates meet with the CEO. The conversation covers the company’s direction, the candidate’s long-term ambitions, and whether there’s genuine alignment on both sides.

Step 5 — Offer Issued Successful candidates receive a formal written offer outlining the role, employment type, compensation, and start date.

Step 6 — Contract Signed A formal employment agreement is issued and must be signed by both parties before the role is confirmed.

Step 7 — Orientation Session Every new hire goes through a one-week orientation before taking on live responsibilities. This covers the team, tools, processes, and communication standards.

Step 8 — Start Date The employee officially begins their role with their team and direct line manager.

Skills Assessments

For roles in Development, Design, Content, and Marketing, candidates may be asked to complete a short practical assessment. All assessments at vorza360 are:

• Directly relevant to the actual responsibilities of the role
• Reasonable in scope — we respect the candidate’s time
• Reviewed fairly and with genuine attention to the effort put in
• Never used outside of the evaluation process

vorza360 does not request speculative work or large-scale unpaid deliverables disguised as assessments. The purpose is to understand how a candidate thinks and works — nothing more.

Employment Types

vorza360 offers the following types of engagements, each governed by a formal written agreement:

• Full-Time Employment. A permanent arrangement with a fixed monthly salary, full leave entitlements, and all standard contractual protections after successful probation.
• Part-Time Employment. A structured arrangement with defined working hours per day, eligible for applicable leave entitlements post-probation, and bound by the same conduct and confidentiality standards as full-time staff.
• Contract Engagement. A fixed-term or project-based engagement with agreed deliverables and timelines, governed by a contractor agreement.
• Internship. A structured learning placement for a defined period. Intern performance is evaluated and may lead to a formal employment offer.

All engagement types require a signed written agreement before work begins.

Working Hours and Location

All roles at vorza360 are fully remote. Standard working hours are as follows:

• Full-Time: 8 hours per day, 5 days per week (Monday to Friday)
• Part-Time: 6 hours per day, 5 days per week, as specified in the contract
• Contract / Intern: As defined in the individual agreement

All employees are expected to maintain consistent communication with their team during working hours, complete all tasks and deliverables on time, and be available for scheduled meetings within their agreed hours.

Probationary Period

All new hires at vorza360 begin with a probationary period of six (6) months. This applies to all employment types.

During Probation

• No paid leave is permitted unless specifically approved in writing by management
• Either party may terminate the agreement with 30 days’ written notice or salary in lieu thereof
• Regular check-ins are conducted by the direct line manager
• Performance feedback is provided openly and constructively

End of Probation

• A formal review is held at the end of the six (6) month period
• Satisfactory performance results in written confirmation of the employee’s continued role
• If performance does not meet expectations, the probationary period may be extended or the engagement ended

For Sales Roles — Trial Target Clause

• Upon completing orientation and training, sales employees are assigned a Trial Sales Target as determined by the Company
• Confirmation as a permanent employee is subject to achieving that target within the prescribed period
• Failure to achieve the target gives the Company the right to terminate at the end of probation without liability
• Training costs, stipends, or allowances are only payable upon successful achievement of the Trial Sales Target

Compensation and Payment

• All salaries are agreed at the time of offer and documented in the employment contract
• Salaries are paid monthly via bank transfer
• All statutory deductions, where applicable, are made in accordance with the laws of the Islamic Republic of Pakistan
• The Company may award commission or performance-based incentives for exceptional outcomes; such rewards are entirely at management’s discretion
• Salary details are confidential and must not be shared with other employees

Leave Entitlement

Leave entitlements apply to confirmed employees only. No paid leave is granted during the probationary period unless approved in writing by management.

After confirmation, employees are entitled to:

• Paid Leave: 10 working days per calendar year
• Annual Leave: 14 working days per calendar year
• Sick Leave: 7 working days per year — a valid medical certificate may be required
• Public Holidays: All officially recognised public holidays in Pakistan are treated as paid leave

Termination and Notice

Standard Termination

• During probation: either party may terminate with 30 days’ written notice or salary in lieu thereof
• After confirmation: either party may terminate with 60 days’ written notice or salary in lieu thereof
• Upon termination, the employee must return all company property, accounts, and credentials and complete a proper handover

Disciplinary Process For performance issues, misconduct, or policy violations, vorza360 follows a progressive disciplinary process:

1. Up to three (3) verbal warnings issued by the line manager or HR
2. One (1) formal written warning
3. If no improvement is observed, the Company may proceed with termination

Immediate Termination The Company reserves the right to terminate employment immediately without notice or compensation in cases involving fraud, harassment or discrimination, theft of company property or data, breach of confidentiality or non-compete obligations, or wilful negligence causing harm to the company or its clients.

Confidentiality and Non-Compete

• During employment, the employee may not work for, provide services to, or consult with any direct competitor of vorza360 without prior written approval
• The employee must not disclose, share, or misuse any confidential, proprietary, or sensitive information belonging to vorza360 or its clients — during or after employment
• Any breach may result in immediate termination and legal action under applicable Pakistani law
• All candidate information gathered during hiring is kept strictly confidential and used solely for recruitment purposes

Intellectual Property

Any content, code, design, documentation, idea, campaign, or project developed during employment at vorza360 is the sole intellectual property of VORZA360 (SMC-Private) Limited, unless otherwise agreed in a separate written agreement.

• The employee waives any rights to ownership or future claims on such materials
• Employees may not use company work, assets, or client data in personal portfolios or public profiles without written permission from management

17. Code of Conduct

All vorza360 employees are expected to:

• Act with honesty and good faith in all interactions
• Maintain a respectful and professional tone in all communications
• Uphold the company’s reputation, values, and quality standards
• Complete assigned work on time and communicate proactively when issues arise
• Participate constructively in team meetings and collaborative sessions

Any form of harassment, discrimination, insubordination, or deliberate misconduct will result in disciplinary action, up to and including immediate termination.

Internal Mobility

Before opening a role externally, vorza360 will consider whether a current team member is ready and suitable for the opportunity. Existing employees are encouraged to express interest in open positions through HR. Internal applications follow an adapted version of the standard hiring process to ensure fairness. Supporting the growth of our own team is a priority, and where a team member has the skills for a more senior or different role, we will actively work to create that path.

Governing Law

This policy and all employment agreements issued by vorza360 are governed, interpreted, and enforced in accordance with the laws of the Islamic Republic of Pakistan. Any disputes arising in connection with employment at vorza360 are subject to the exclusive jurisdiction of Pakistani courts.

Policy Review

This policy is reviewed periodically by the HR team to ensure it remains accurate and aligned with how vorza360 operates. Any updates are communicated to the team promptly. The most current version supersedes all previous versions.

For questions about this policy or the hiring process, contact the vorza360 HR team at contact@vorza360.com.

Approved and issued by Hassan Shaheer — Chief Executive Officer, VORZA360 (SMC-Private) Limited