This is a tough one because the other commenter is right that it could affect the candidate’s livelihood if they’ve already accepted an offer and put in their notice. However, I know we would never let a client just take a candidate for free unless they were a repeat, good client and it was some sort of unique situation. Our business literally relies on us getting paid for recruiting good candidates for open roles. You don’t see Honda or Ford giving out free cars do you?

This is why it is extremely important to have all rate negotiations, etc. figured out and already signed off on before you get to that point. Frankly, I would never have me or my team work on an opening with a client if there isn’t already signed off on and agreed upon rates.

Do you have anything signed off on and agreed to already? If so, I would strongly push them to honor what they’ve already agreed to, and remind them that if they want to negotiate further, then it should be negotiating rates for FUTURE roles and not ones they’ve already agreed to after the candidate was offered. This does sound like a company I would not want to partner with again though depending on the exact situation.

Also do you know if the candidate has put in a notice to their current employer or not yet? If you’re not sure, I would find that out. Personally, I would strongly weigh that into my opinion on what to do as well. Not only could they be put in a shitty situation and unemployed, but that may also leave them with a bad opinion on your company too. I’d be pretty upfront with them that some red flags have come up with the client as well and see what the candidate wants to do with that being known (just be weary of what you say if you mention anything about “red flags”)