The arrangement, in plain language

What it costs

Your first role is free. After that, a role under $125,000 base is posted from a block — $299 for one, $599 for three, $1,499 for ten, each running 90 days. A role at $125,000 or more posts free.

Scoring applicants costs nothing extra, and every applicant hearing back is not optional — we do it whether you pay us or not.

For a role at $125,000 base or more, hiring someone we introduced costs 3% of their first-year base salary. Your first such hire is free, once. Below $125,000 there is no placement fee unless an order says otherwise.

We invoice when the offer is signed, and the fee is due before the person's first day. This is how direct-hire search has always worked, and it is the trade for a guarantee no job board gives you.

If a candidate signs and then never starts, that is not a bill you are stuck with. We replace them at no charge, and it does not count against your guarantee.

What counts as an introduction

A candidate is introduced when their application and score are shown to you — when they appear in your deck. Not when they apply, and not when we source them. If you never saw them, they were never introduced.

Introductions last twenty-four months from the day you saw them.

Twenty-four rather than twelve for a reason worth saying plainly: it is common practice at large employers to file a candidate away and approach them once a twelve-month clause has run out. We would rather set a period that reflects how hiring actually works than pretend not to know that.

Hiring outside the platform

If you hire someone we introduced, the fee is owed. It does not matter how the hire happened, which of your systems it went through, whether they reapplied directly, or whether a different recruiter also sent them.

This is not a penalty and we have not written it as one. It is simply the price of the introduction, and you only pay it because the introduction worked.

The one exception is the obvious one: if you were already talking to that candidate before we introduced them, tell us and show us, and no fee is owed. We would rather lose a fee than argue about one.

Telling us about a hire

Let us know within fourteen days of an offer being accepted. An email is enough.

If we find out another way, the fee is still owed — but we would rather hear it from you, and we will ask you to confirm it in writing before we invoice.

For the avoidance of any doubt about how we would find out: we stay in touch with the people we introduce. Every one of them hears back from us, and most of them keep talking to us afterwards. When someone starts a new job, they tend to say so. This is not surveillance and we do not go looking — it is simply what happens when you treat candidates as people rather than as inventory.

If it does not work out

If someone you hired through us resigns, or is let go for performance or conduct, within ninety days of their start date, we run the search again at no charge.

We replace, we do not refund. A refund pays you for our failure; a replacement fixes it.

One guarantee per role filled. The replacement is the remedy and it is the whole remedy — a replacement hire does not begin a fresh ninety days. Otherwise a guarantee is not a guarantee, it is a subscription to free labour, and we have watched firms run exactly that play.

The guarantee covers a person who did not work out. It does not cover a role that went away. If the position is eliminated, restructured, frozen, or the budget is pulled, that is your business decision to make and the fee stands.

If the person you released is re-engaged within twelve months — as an employee, a contractor, a 1099, through an agency, at an affiliate, a related entity, a managed property or a tribal enterprise under the same authority — then the placement worked, the guarantee does not apply, and the full fee is due.

Tell us within ten business days of the separation, and tell us why. After that the guarantee closes.

More than two guarantee claims in twelve months and we will want a conversation before the third. Sometimes that is bad luck and we will treat it as bad luck. Sometimes it is a pattern, and we do not staff a revolving door for free.

Candidate information

Resumes, contact details and scores you receive are for filling the role you posted. Not for building a database, not for loading into your CRM or ATS for later, not for passing to another company.

When a search closes, the candidates who were not hired should not be retained by you as a sourcing pool. If you want to keep talking to someone, tell us and we will introduce you properly — that costs you nothing unless you hire them.

Candidates who applied to your roles are yours to review. Candidates who applied elsewhere on Suited are not, and you will never see them.

If a candidate asks to be removed, we remove them — their file and their history — and we do not ask you for permission first.

What the score is, and is not

Every applicant is ranked against the bar you wrote. Nobody is rejected by software. Every decision on this platform is made by a person, and the record shows which person made it.

A score is a reading, not a verdict, and it can be wrong. Where we think the number understates someone, we say so and put them in front of you anyway.

We do not infer licensing, and neither should you. What a candidate tells you about their own suitability is the only thing we record.

Confidential searches

Your company name is not shown on a posting unless you ask for it. Candidates see the role, the bar and the location.

Ending it

Close your roles whenever you like, with no notice and no exit fee.

Fees already earned survive — if we introduced someone and you hire them inside the twelve months, that is still owed after you have gone.