A startup scout introduces people whose work they know to relevant hiring opportunities. The value is not a long contact list. It is useful context about a person, shared with their knowledge, for a search that fits.
At Refery, founder, operator, and investor referrals sit alongside specialist independent recruiter searches. The network focuses on Engineering, AI, and GTM roles at VC-backed Seed to Series B companies.
Correction: Earlier versions included unsupported earnings tiers, performance comparisons, and unconditional payout and attribution promises. Those claims have been withdrawn. Examples below are calculations, not recorded results.
Start with what you actually know
A strong introduction explains how you know the person, what you saw them do, and why you thought of the role. Distinguish first-hand experience from what they told you or what you read online.
You do not need to describe them as “top 1%.” A short account of their contribution is more useful. For example, describe the system they owned or the customer problem they solved without sharing confidential employer information.
Ask before sharing
Speak to the candidate about their interest and the information they are comfortable sharing. Confirm location, timing, role preferences, and companies to exclude. Do not treat an old résumé or a prior conversation as permission for an unrelated introduction.
Use the candidate-interest checklist and warm-referral guide to prepare the message.
How Refery’s fee share works
Independent recruiters, operator scouts, and TA partners each earn 70% of the collected placement fee on eligible hires they originate. Companies pay 15% to 25% of first-year base salary on a successful hire.
Illustration only, using a $200,000 base salary:
| Client fee rate | Collected placement fee | Scout share at 70% |
|---|---|---|
| 15% | $30,000 | $21,000 |
| 20% | $40,000 | $28,000 |
| 25% | $50,000 | $35,000 |
The formula is salary × fee rate × 70%. These are not typical earnings or guaranteed payments. An introduction by itself does not earn a placement fee.
Read the scout overview and client-fee explanation. The client offer includes no retainer, no exclusivity, and a 90-day guarantee under the client agreement; it does not, by itself, define your partner payout obligations.
Confirm the agreement before the introduction
Ask how attribution is recorded, which hires qualify, how duplicate introductions are handled, and when payment follows client collection. Ask what happens if the role changes or a guarantee claim affects the fee.
Do not assume that every future role or company is covered by a universal attribution window. Do not assume a fixed payout date or an unconditional absence of clawbacks. Use the written partner agreement.
If you are employed, check conflicts, outside-activity restrictions, and your authority to use the information involved. Do not export an employer’s candidate database or share another company’s confidential search materials. TA partner guidance.
What happens next
Apply through Refery’s partner form, describing the work and people you know. An application is not automatic acceptance. If there is a fit, agree the scope and terms with the team.
For an introduction, send concise context and the candidate’s current preferences. Refery coordinates the search and hiring-company relationship; the company makes its hiring decision. Be available to clarify what you know, without promising an interview or offer on anyone’s behalf.
The standard is simple: make introductions that are useful to both sides, and keep the facts, consent, and commercial terms clear.
The single thing that decides whether your introductions get read is what you put in them. What a useful startup talent referral includes has the four points and a template.