The recruiter broke his word.

If the company makes an offer and reneges on it, it is a contracting fault. If the other party does not accept the offer, it will not bear any responsibility. However, if the other party accepts the offer and is ready to accept the labor contract, the company's refusal to perform the offer constitutes a breach of contract and should bear the liability for breach of contract.

? What if the company reneges on the employment notice? At this time, you can directly submit the employment notice or other evidence that can prove that you have been accepted by the company to the court for prosecution. Since the two parties have not established legal labor relations, labor arbitration is not needed. According to Article 500th of the Civil Code of People's Republic of China (PRC), if one party causes losses to the other party in the process of concluding a contract, it shall be liable for compensation. If the company breaches the contract, it may be required to pay compensation. Generally speaking, the company may need to pay two to three months' salary. The law always supports the party who abides by the contract. Anyone who abides by the contractual obligations and causes losses to the other party will ultimately be liable for compensation.

? To protect the interests and reasonable trust of workers in the process of job hunting, no matter whether they are new recruits, after receiving the employment notice from the employer, they may also encounter the situation that the employer violates the principle of good faith and does not sign the contract. Although the law stipulates that the employer has the right to recruit employees to provide labor for it, the employer should also pay attention to protecting the interests and reasonable trust of workers. If the employer clearly stated that he would hire the employee and asked the employee to resign from his former employer, but he reneged on his word and failed to give a reasonable explanation for not hiring, the employee can invoke the relevant provisions of Article 500 of the Civil Law of People's Republic of China (PRC) (the Civil Law of People's Republic of China (PRC)) on the liability for fault in contracting a treaty to safeguard his legitimate rights and interests. This case is a typical case.

? After reaching an oral agreement with the employer, the awareness of evidence retention may require the employer to issue a written employment notice to confirm the intention reached, so as not to cause unnecessary losses. The communication records formed in the process of job hunting should be kept.