Questions hiring teams ask us

An agency starts sourcing after your role opens, then sends resumes and a recruiter’s summary. HirePrism sources against the bar you approve, then does the vetting before you meet anyone: a recorded intro video, a detailed screener and reference checks. You spend your time on three live interviews with people who already cleared the bar.

Not yet, and we won’t pretend otherwise. HirePrism is new, so every search is sourced and vetted for your specific role, from the talent pools you define. The platform is new; the recruiter is not. Every candidate we vet joins the HirePrism talent pool, so each search makes the next one faster.

No. Talent acquisition often approves our searches, owns the process, handles the introductions we make between hiring managers and candidates, and owns the candidate experience.

Traditional recruiting agencies often charge fees that turn it into an “us or them” decision for hiring authorities. Because we streamline our fee structure and process, we’re a natural fit for any member of a hiring team.

From defined talent pools you agree to when you set up the search, such as your top competitors or companies known to hire strong professionals for your type of role.

A recorded intro video, so you can see how the candidate carries themselves, and a detailed screener covering their background, skills and experience. Reference checks happen at the appropriate time, so a candidate’s current employer isn’t tipped off early.

Chris Jensen of Precision Search runs them today. Every candidate gets the same structured format, so you can compare finalists side by side.

Three live interviews: a first interview with you or your team, a short focused presentation, and a final round in the format you choose. Because the evidence comes to you first, those rounds confirm the best candidate instead of searching for one.

Because more rounds rarely make a better hire. In Google’s own hiring data, four interviews predicted whether someone should be hired with 86% confidence, and each interviewer after the fourth added only about 1%. Long loops also cost you candidates: 62% of U.S. professionals lose interest when they get no update within two weeks of a first interview. With HirePrism, the recorded intro, detailed screener and reference checks happen before you meet anyone, so three live rounds are enough to confirm your choice.

It’s the goal from introducing you to a finalist to an accepted offer. Top candidates have options, and long gaps between rounds are when they drop out. It’s a target to aim for together, not a condition of your pricing.

Nothing to start a search. You pay a placement fee only when you hire (conditions apply): 20% of the hire’s first-year base salary at the standard rate. Founding clients pay 10% for a limited time, half the standard rate. See the Terms page for the details.

We may pause the search. Every finalist is measured against the requirements you approved, so passing on three who qualify usually means the role needs a rethink. In addition, to resume the search, a $299 monthly retainer may apply. If you choose to continue, you add a payment method and approve the recurring monthly charge. You can stop the retainer or end the search at any time. See the payment and retainer terms for complete details.

Every retainer payment is credited against your placement fee when you hire a HirePrism candidate.

Not until your new hire passes 30 days in the role.

We don’t invoice you until your new hire passes 30 days in the role. If they leave, or you let them go for performance or culture reasons, before day 30, you owe nothing for that placement. It doesn’t cover restructuring, role elimination or updated requirements. Full terms are in your agreement.

If your new hire leaves, or you let them go for performance or culture reasons, before reaching 90 days, we run the search again for the same role at no cost. It doesn’t cover restructuring, role elimination or updated requirements. Full terms are in your agreement.

The placement fee applies if you hire a candidate HirePrism introduced, at any point in the 12 months after that introduction.

It’s a limited-time offer. Founding clients get at least 30 days’ notice before it ends, so you can start any searches you have planned.

No. Create an account, upload your job description, set the bar and approve the search summary. We reach out only if we have questions. If you’d rather talk first, you can schedule a call.

About 15 minutes for most roles.

You sort every requirement into four categories: Dealbreakers, Preferred, Nice-to-haves and Traits to avoid. You approve a written readback of the role before anyone is sourced, and every candidate is held to that same standard.

Yes. You review and accept the HirePrism terms when you launch a search. If your company needs a signed agreement, we can provide one.