The useful question is not “AI or people?” It is “what evidence will help us decide whether this person can do this job?”
Refery combines specialist independent recruiters with founder, operator, and investor referrals for VC-backed Seed to Series B companies hiring Engineering, AI, and GTM talent. Jack & Jill describes Jill as an AI recruiting agent. Neither description, by itself, tells you which candidate will fit your role.
Correction: Earlier versions included unsupported conversion, retention, speed, and cost comparisons, and framed the products as a false choice between recruiters and personal referrals. Those claims have been withdrawn. This guide separates published product terms from suggested evaluation steps.
Give both providers the same brief
Name the problem the hire will own, the company stage, the existing team, location, compensation, and interview process. Add two examples of relevant work and two examples of experience that sounds close but is not enough.
For an engineering role, “worked at a well-known company” is not a substitute for what the person built. For GTM, a revenue number needs context about territory, sales motion, and individual contribution.
The engineering recruiting guide explains how to turn those requirements into a search brief.
Compare the evidence attached to an introduction
Ask each provider:
- Has the candidate discussed this particular opportunity and its constraints?
- What did they personally own in the work cited as evidence?
- Which information comes from the candidate, which from a referrer, and which has been checked?
- What is still uncertain and should be tested in interviews?
- Who will collect feedback and recalibrate the search?
An operator referral can add first-hand context. It does not replace assessment. An AI-generated summary can organize information. Ask what supports it rather than treating the summary as verification.
Do not assume that one model always has a wider pool, faster responses, or less screening work. Those are outcomes to measure for your search.
Compare fee definitions, not just percentages
Refery’s client fee is 15% to 25% of first-year base salary, payable on a successful hire, with no retainer, no exclusivity, and a 90-day guarantee under the client agreement. Refery fee details.
Jack & Jill’s published pricing lists a 10% company fee on first-year salary for hires and describes a three-month refund guarantee. That page uses “salary”; do not assume it has the same definition as Refery’s first-year base salary. Confirm the applicable agreement, fee basis, payment trigger, and guarantee conditions directly. Official sources checked September 19, 2026.
Use a decision log
After each introduction, record whether the candidate meets the brief, what evidence changed your view, and why you chose to proceed or pass. Compare relevant introductions and hiring-team effort over an agreed period. Small samples are not market benchmarks.
The Refery vs Jack & Jill overview covers the current product-level comparison. This guide is written by Refery, not an independent review or a head-to-head performance study.
If you want specialist search plus first-hand referral context, send Refery the role. Confirm the fit and terms before starting.