Choose a recruiting partner by the evidence they can provide for your specific search. A large network, a low headline fee, or a promise of speed is not enough to establish fit.
Use this checklist before agreeing to a search. It is an evaluation tool, not an independent ranking of providers.
Ten questions to ask
| Topic | Ask the partner | What a useful answer contains |
|---|---|---|
| Role and stage | What makes this search different from your usual work? | Relevant experience and honest limits |
| Candidate sourcing | How will you reach people for this role? | A role-specific sourcing plan and clear referral practices |
| Screening | What will you verify before introducing someone? | Evidence of work, interest, constraints, and open questions |
| Candidate permission | Does the candidate know about this introduction? | A clear consent and communication process |
| Fees | What triggers payment and what is the fee calculated on? | Written commercial terms, including any upfront payment |
| Existing candidates | What happens if someone is already in our pipeline? | A defined process for prior contact and overlapping introductions |
| Search ownership | Who is accountable for our search? | A named contact and a clear escalation route |
| Communication | How do feedback and scope changes affect the search? | A practical feedback rhythm and change process |
| Replacement terms | What happens if a hire does not work out? | Eligibility, exclusions, deadlines, and available remedies |
| References | Can we speak to a relevant client with permission? | Context about a comparable search, not an unexplained logo |
Ask for a sample shortlist
A useful candidate brief separates four things: what the person has done, why that work is relevant, what the candidate has confirmed, and what still needs checking. Request a fictional or properly anonymized sample rather than confidential candidate information.
Look for a distinction between direct evidence and a recruiter's interpretation. “Owned the integration” should be supported by a project description and the person's role, not just a job title.
Evaluate performance claims carefully
If a partner quotes time-to-hire or conversion rates, ask for the definition, date range, sample size, and included roles. Ask whether unfilled and cancelled searches are included. An offer rate per submitted candidate is different from an offer rate per interviewed candidate.
A young or specialized provider may have too few comparable searches for a stable benchmark. In that case, assess the proposed process, sample work, and references instead of demanding an impressive number.
Compare commercial models fairly
Retained, contingency, embedded, and referral-based services can cover different work. Compare scope, incentives, service obligations, and the total fee for your search. A retainer is not by itself evidence of poor service, and a success fee is not proof of quality.
Use the recruiting fee comparison guide to calculate the cost using actual proposals.
Make the decision with a short written brief
Write down why the provider fits the role, the unresolved risks, the approved commercial terms, and the person who will make hiring decisions. Revisit that assessment when the first introductions arrive. Evaluate the evidence against the brief rather than rewarding candidate volume alone.
Hiring with Refery
Once you have chosen partners, use the guide to coordinating multiple recruiters to agree on the brief, candidate evidence, feedback, and search ownership.
Refery helps early-stage startups hire engineering, AI, and GTM talent through introductions from founders, operators, investors, and specialist recruiters, with screening for the role. The current service and pricing are 15% to 25% of first-year base salary, paid only when you hire; scope and fee are agreed upfront.
Share your role with Refery, or use the hiring brief template to prepare your search.
Once you know what to ask, the best startup recruiting platforms and networks in 2026 groups the providers by model so you can shortlist quickly.