The arrangement

What it costs

Posting roles is free. Scoring applicants is free. Every applicant hearing back is free, and not optional — we do it whether you pay us or not.

You owe a fee only when you hire someone we introduced. The amount is agreed in writing before you post, and it does not change mid-search.

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 leaves, or is let go, within ninety days, we run the search again at no charge until you have a replacement.

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

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.