Last Updated: August 2026
By registering, creating a candidate profile, uploading a resume or other document, applying for a vacancy, participating in an interview, or otherwise using Sterling Manufacturing Company's recruitment portal, you acknowledge that you have read, understood, and agreed to these Recruitment Terms & Privacy Policy.
1. Application & Accuracy of Information
By submitting an application, you declare that all information provided by you, including your name, date of birth, contact details, address, educational qualifications, employment history, experience, salary information, notice period, documents, photographs, certifications, and any other information submitted during the recruitment process, is true, complete, current, and accurate to the best of your knowledge.
You are responsible for keeping your information accurate and updated.
Sterling Manufacturing Company ("Sterling", "Company", "we", "us", or "our") reserves the right to reject, suspend, place on hold, withdraw, or terminate an application or candidature at any stage if any information is found to be false, misleading, materially incomplete, fabricated, inconsistent, or unverifiable.
Where permitted by applicable law, discovery of material misrepresentation after an offer or commencement of employment may also result in withdrawal of the offer or appropriate employment action.
2. Candidate Eligibility
Submission of an application does not establish that a candidate meets the eligibility requirements for any vacancy.
Eligibility may depend on factors including qualifications, relevant experience, skills, location, availability, compensation expectations, documentation, role requirements, business requirements, and other legitimate job-related criteria.
Sterling reserves the right to establish or modify job-related eligibility criteria, subject to applicable law.
3. Data We Collect
During registration and recruitment, we may collect information including: full name; date of birth; gender, where legitimately required or voluntarily provided; mobile and WhatsApp numbers; email address; city, state, and address information; educational qualifications; employment and professional history; current and previous employer information; current and expected compensation; notice period and joining availability; skills, certifications, and professional qualifications; resume/CV; profile photograph; application and Job Acknowledgement Number (JAN); jobs applied for; interview responses and assessments; recruiter notes and evaluation records; interview dates, outcomes, and application status; candidate correspondence and communication history; documents voluntarily submitted during recruitment or onboarding; and other information reasonably required to evaluate your candidature.
We may also automatically collect limited technical and security information such as IP address, approximate location derived from IP, browser type, operating system/device information, timestamps, session information, submission activity, and security logs.
Such technical information may be used for system security, fraud prevention, troubleshooting, audit, and maintaining the integrity of recruitment records.
4. Purpose of Processing
Candidate information may be processed for legitimate recruitment and employment-related purposes, including: creating and maintaining your candidate profile; processing job applications; assessing qualifications and suitability; resume screening and shortlisting; conducting interviews and assessments; communicating application and interview status; scheduling interviews; OTP and contact-detail verification; preventing duplicate, fraudulent, or unauthorized registrations; verifying information provided by candidates; maintaining recruitment records and audit trails; preparing offers and employment documentation; pre-joining and onboarding activities; responding to candidate queries; improving recruitment operations and portal security; complying with applicable legal or regulatory obligations; and establishing, exercising, or defending legal claims where necessary.
Candidate information is not sold or rented to third parties for their independent marketing purposes.
5. Communication Consent
By registering or applying through the portal, you authorize Sterling to contact you regarding recruitment and employment-related matters using the contact information provided by you.
Communication may occur through: email; telephone calls; SMS; WhatsApp; OTP messages; and other reasonable electronic communication channels.
Communications may include application acknowledgements, JAN information, profile verification, interview invitations, reminders, application-status updates, document requests, selection information, offer-related communication, joining instructions, and other recruitment-related notices.
Consent to recruitment communication does not constitute consent to unrelated promotional or marketing communication.
6. Communication Records
For operational, quality, security, dispute-resolution, and audit purposes, Sterling may retain records of recruitment-related emails, SMS/WhatsApp messages, candidate correspondence, interview scheduling records, recruiter notes, and communication timestamps.
Where calls or interviews are recorded, candidates should be separately informed where notice or consent is required by applicable law.
7. OTP & Identity Verification
Sterling may use OTP or similar verification mechanisms to verify a candidate's mobile number, WhatsApp number, email address, or other contact information.
Successful OTP verification confirms control of the relevant contact channel at the time of verification. It does not independently establish the candidate's legal identity, qualifications, employment history, or eligibility.
Candidates must not share OTPs, passwords, or account credentials with unauthorized persons.
8. Resume & Document Verification
Sterling may verify information contained in resumes, applications, certificates, employment records, identification documents, and other materials provided during recruitment, where appropriate and permitted by applicable law.
Candidates may be requested to provide original documents or additional supporting information before selection, offer issuance, joining, or completion of onboarding.
Failure to provide reasonably required verification documents may affect candidature.
9. Background & Reference Verification
For roles where verification is reasonably required, Sterling may conduct or arrange employment, education, professional reference, identity, address, or other appropriate background verification, subject to applicable law and any consent requirements.
Providing false, forged, altered, or materially misleading documents or information may result in rejection or withdrawal of candidature and may be addressed in accordance with applicable law.
10. AI-Assisted & Automated Screening
Sterling may use software, automated tools, or AI-assisted systems to support recruitment administration, including: resume parsing; document-format validation; duplicate detection; basic image/photo validation; data consistency checks; application categorization; candidate search and filtering; and recruitment workflow prioritization.
Automated tools are intended to assist the recruitment process and do not necessarily constitute the sole basis for final employment decisions. Final recruitment decisions may involve human review and consideration of legitimate business and role requirements.
11. Uploaded Photograph Processing
Where candidates upload profile photographs, Sterling may perform technical or automated validation to determine whether the uploaded file satisfies application requirements, such as whether an image is readable, appears to contain an appropriate human face, meets basic image-quality requirements, or appears unsuitable for the intended recruitment record.
Such checks are intended primarily for document and application validation and should not be interpreted as determining a candidate's professional capability or suitability based on physical appearance.
12. Duplicate, Fraudulent & Abusive Applications
Sterling may use technical and administrative controls to identify duplicate, automated, suspicious, fraudulent, manipulated, or abusive applications.
The Company may restrict, deactivate, flag, or investigate accounts or applications where there is reasonable evidence of: false identities; multiple misleading registrations; forged or manipulated documents; unauthorized use of another person's information; automated/bot submissions; attempts to bypass portal controls; abuse or harassment of recruitment personnel; or other misuse of the recruitment platform.
Actions taken under this section will be subject to applicable law and reasonable internal review.
13. Who May Access Candidate Data
Access to candidate information is restricted according to legitimate business need. Information may be accessible to authorized personnel such as: HR and recruitment personnel; interviewers and hiring managers; relevant departmental management; authorized IT/security personnel; authorized group entities involved in recruitment; and approved service providers supporting recruitment operations.
Personnel are expected to access candidate information only to the extent reasonably necessary for their responsibilities.
14. Group Entities
Where appropriate for the vacancy or recruitment process, candidate information may be made available to authorized Sterling group entities involved in evaluating or administering the relevant employment opportunity.
Candidate information will not be shared throughout the group without a legitimate recruitment, administrative, compliance, or legal purpose.
15. Third-Party Service Providers
Sterling may use third-party service providers to support recruitment operations, including providers of: hosting/cloud infrastructure; email delivery; SMS delivery; WhatsApp/business messaging; OTP verification; cybersecurity; data storage and backup; recruitment technology; and background verification, where applicable.
Such providers may process limited candidate information necessary to perform their services and are expected to handle information subject to applicable contractual, confidentiality, security, and legal requirements.
16. International/Cloud Processing
Some technology, communication, cloud, or infrastructure providers used by Sterling may process or store information using systems located outside the candidate's state or country.
Where applicable, Sterling will seek to use appropriate contractual, organizational, or legal safeguards for such processing in accordance with applicable requirements.
17. Data Retention
Candidate information may be retained for as long as reasonably necessary for recruitment administration, future recruitment consideration where appropriate, fraud prevention, audit requirements, dispute resolution, legal compliance, record keeping, and establishment or defence of legal claims.
Retention periods may vary depending on the nature of the information, purpose of processing, applicable legal requirements, and legitimate business requirements.
When information is no longer reasonably required, Sterling may delete, anonymize, archive, or otherwise handle it in accordance with applicable law and internal retention policies.
18. Profile Deactivation & Withdrawal
Candidates may request withdrawal of an active application or deactivation of their recruitment profile.
Deactivation generally means that the profile will no longer be treated as an active candidature or routinely displayed for ongoing recruitment.
Withdrawal or deactivation does not necessarily require immediate deletion of all historical records. Sterling may retain limited information where reasonably necessary for legal compliance, audit trails, fraud prevention, dispute resolution, or other lawful purposes.
Once a candidate profile is created, it is not deleted from Sterling's systems — it can only be deactivated. A deactivated profile is not accessible to anyone through the standard candidate-facing or recruiter-facing systems, including the candidate themselves, once deactivation has taken effect. Reactivation, where offered, is at Sterling's discretion and may require the candidate to re-verify their information.
19. Candidate Privacy Rights
Subject to applicable law and reasonable identity verification, candidates may request: access to personal information held about them; correction of inaccurate or incomplete information; updating of relevant profile information; withdrawal of an active application; deactivation of their recruitment profile; information about how their data is being used; and deletion or erasure where such a right applies and no overriding lawful retention requirement exists.
Certain records may need to be retained despite a request where required or permitted by law.
20. Data Security
Sterling uses reasonable administrative, organizational, and technical safeguards designed to protect candidate information, including: access controls; authentication mechanisms; password hashing/encrypted password storage; secure network and hosting controls; system monitoring; restricted administrative access; security logging; backup and recovery controls; and software and infrastructure security measures.
No electronic system, network, storage system, or transmission method can be guaranteed to be completely secure. Accordingly, Sterling cannot guarantee absolute security against every possible threat.
21. Candidate Account Security
Candidates are responsible for maintaining the confidentiality of their account credentials, passwords, and OTPs.
Candidates should promptly inform Sterling if they reasonably believe their recruitment account or registered contact details have been compromised.
Sterling will never require candidates to disclose their account password as part of a normal interview.
22. Data Breach Response
If Sterling becomes aware of a personal-data breach, the Company will take reasonable steps to investigate, contain, mitigate, and remediate the incident.
Where notification is required under applicable law, affected individuals and/or relevant authorities will be informed in accordance with applicable requirements.
23. Recruitment Fraud Warning
Candidates should communicate only through official or authorized Sterling recruitment channels. Candidates should exercise caution regarding individuals falsely claiming to represent Sterling.
Unless expressly stated as part of a lawful and officially published process, candidates should not make payments to unauthorized individuals in exchange for interviews, selection, offer letters, employment, or preferential treatment.
Suspected recruitment fraud should be reported to Sterling HR.
24. No Guarantee of Interview or Employment
Registration, submission of a resume, generation of a JAN, successful profile verification, completion of an online form, participation in an assessment, communication with HR, or attendance at an interview does not guarantee: shortlisting; an interview; progression to another recruitment round; selection; an employment offer; or employment.
Recruitment decisions are made based on applicable role requirements, candidate suitability, verification results, business requirements, vacancy availability, and other legitimate considerations.
25. Vacancy Modification or Cancellation
Sterling reserves the right, subject to applicable law, to modify, postpone, place on hold, reopen, or cancel a recruitment process or vacancy due to business requirements.
The Company may also modify the number of vacancies, reporting structure, job location, joining schedule, or other role-related requirements before an employment agreement becomes effective, with appropriate communication where material.
26. Salary & Employment Information
Salary ranges, incentives, benefits, joining dates, job locations, probation periods, targets, or other information displayed during recruitment may be indicative unless expressly confirmed in a formal written offer or employment agreement.
Final employment terms applicable to a selected candidate will be those contained in the Company's formally issued offer/appointment documentation and applicable policies.
27. Offer Letters
An oral statement, interview discussion, recruiter conversation, portal status, WhatsApp message, or informal communication should not be treated as a binding employment offer unless Sterling has formally issued an authorized offer or appointment document.
Any offer may remain subject to specified conditions such as document verification, eligibility verification, background verification, acceptance within the prescribed period, or other stated pre-employment requirements.
28. Candidate Withdrawal
A candidate may withdraw from the recruitment process at any stage before joining by informing Sterling through an authorized communication channel.
Withdrawal will normally end active consideration for the relevant application but does not necessarily require deletion of historical recruitment records.
29. Future Opportunities
Where permitted by applicable law and consistent with the candidate's preferences or consent where required, Sterling may retain candidate profiles for consideration for other suitable vacancies.
Being considered for another vacancy does not guarantee shortlisting or selection.
30. Equal Opportunity & Fair Recruitment
Sterling Manufacturing Company supports fair and merit-based recruitment. Candidates are evaluated based on legitimate job-related factors such as qualifications, skills, experience, performance, role requirements, availability, and suitability.
The Company does not intend to discriminate on grounds protected by applicable law. Nothing in this section prevents Sterling from applying lawful role-specific requirements where they are genuinely relevant and permitted.
31. Candidate Conduct
Candidates are expected to communicate professionally and honestly throughout the recruitment process.
Sterling may discontinue a candidature where there is serious misconduct, including fraud, threats, harassment, impersonation, deliberate falsification, abusive communication, or material interference with recruitment systems, subject to applicable law.
32. Portal Use
The recruitment portal must be used only for legitimate recruitment-related purposes. Users must not knowingly: attempt unauthorized access; interfere with portal security; upload malware or malicious content; scrape or extract data without authorization; impersonate another individual; manipulate application records; attempt to circumvent verification controls; or use automated systems in a manner that disrupts the service.
Sterling may restrict access where necessary to protect its systems, users, or legitimate business operations.
33. Intellectual Property
Unless otherwise stated, the recruitment portal's branding, layout, software, text, graphics, logos, processes, and proprietary content belong to Sterling or its respective licensors.
Use of the portal does not grant candidates ownership or unrestricted rights to Sterling's intellectual property.
34. Third-Party Links & Services
The recruitment portal may contain or use links, integrations, or services operated by third parties.
Sterling is not responsible for the independent privacy practices, availability, or content of third-party websites or services outside its reasonable control. Candidates should review applicable third-party terms where appropriate.
35. Service Availability
Sterling aims to maintain reasonable availability of its recruitment systems but does not guarantee uninterrupted or error-free operation.
The portal may occasionally be unavailable because of maintenance, upgrades, technical failures, security incidents, network conditions, third-party outages, or circumstances beyond Sterling's reasonable control.
Where technically feasible, candidates should retain important acknowledgement numbers and communications relating to their application.
36. Limitation of Responsibility
To the extent permitted by applicable law, Sterling will not be responsible for indirect or consequential loss arising solely from circumstances outside its reasonable control, including third-party network failures, candidate-side connectivity issues, incorrect contact information provided by a candidate, spam filtering, device failures, or temporary service interruptions.
Nothing in these terms excludes or limits any liability or statutory right that cannot legally be excluded or limited.
37. No Agency Created
Submitting an application or participating in recruitment does not create an employer-employee, principal-agent, partnership, contractual employment, or similar relationship between the candidate and Sterling.
Such a relationship arises only where applicable after valid employment documentation has been issued, accepted, and become effective according to its terms.
38. Applicable Policies
Candidates who are ultimately employed may become subject to separate employment terms, HR policies, confidentiality requirements, information-security policies, codes of conduct, and other Company policies.
These recruitment terms do not replace any employment agreement or policy that subsequently becomes applicable.
39. Changes to These Terms & Privacy Policy
Sterling may update these Recruitment Terms & Privacy Policy periodically to reflect changes in recruitment practices, technology, security requirements, business operations, or applicable legal requirements.
The latest version should be displayed on the recruitment portal together with an effective or last-updated date.
Where a material change requires additional notice or consent under applicable law, Sterling will take appropriate steps to provide such notice or obtain such consent.
40. Severability
If any provision of these terms is determined to be invalid, unlawful, or unenforceable, the remaining provisions will continue to apply to the fullest extent permitted by law.
41. Governing Law & Jurisdiction
These terms and the recruitment process are governed by the applicable laws of India.
Any jurisdiction clause used by Sterling should operate subject to mandatory rights and jurisdiction requirements under applicable law.
42. Privacy & Recruitment Queries
Candidates may contact Sterling's authorized HR/privacy contact for questions concerning: recruitment applications; correction of candidate information; profile deactivation; withdrawal of applications; privacy requests; suspected unauthorized account activity; or recruitment-related concerns.
HR Email: hr@sterlingmfgco.com
Candidates should include sufficient information to allow Sterling to identify the relevant recruitment record. Additional verification may be requested before acting on privacy or account-related requests.
43. Electronic Records & Consent
Candidates acknowledge that applications, OTP verifications, acceptance records, portal submissions, timestamps, electronic communications, and related system records may be maintained electronically.
Where permitted by applicable law, such electronic records may be used for recruitment administration, audit, security, compliance, and dispute-resolution purposes.
44. Candidate Declaration
By selecting "I Agree", registering, submitting an application, or continuing with the recruitment process, I confirm that: (1) I have read and understood these Recruitment Terms & Privacy Policy; (2) the information provided by me is true and accurate to the best of my knowledge; (3) I understand how my personal information may be collected and processed for recruitment-related purposes; (4) I consent to receiving recruitment-related communications through email, telephone, SMS, and WhatsApp at the contact details provided by me; (5) I understand that automated or AI-assisted tools may support parts of the screening and validation process; (6) I understand that registration, JAN generation, application submission, or participation in an interview does not guarantee employment; (7) I understand that Sterling may verify information and documents submitted during recruitment, subject to applicable requirements; (8) I understand that withdrawal or profile deactivation may not result in immediate deletion of records that Sterling is lawfully permitted or required to retain; (9) I confirm that I am submitting my own information or am otherwise legally authorized to provide the information submitted; and (10) I agree to comply with the legitimate rules and requirements of Sterling's recruitment process.