Startups hiring engineering and GTM talent can choose between several platform models, each built around a different source of candidates and a different way of paying. This guide describes the models, what each is good for, and a decision sequence for choosing per role rather than picking one platform for everything.
Correction: An earlier version of this article ranked named platforms using fee percentages, time-to-fill medians, conversion rates, and adoption statistics that were not supported by a verified dataset. Those figures have been removed. Where Refery has published comparison pages for specific platforms, they are linked; confirm any provider's current terms with that provider.
The models
| Model | Where candidates come from | How you pay | Best for |
|---|---|---|---|
| Managed referral network | Operators and specialist recruiters who know the candidate; vetted before you see them | Success fee on hire | Senior engineering and GTM where warm introductions matter |
| Recruiter marketplace | Independent recruiters who opt in and compete on your role | Listing fee and/or success fee, per platform | Volume hiring across many role types |
| AI matching platform | An engaged candidate pool matched by an agent or model | Success fee on hire, per platform | Well-defined roles with a clear profile |
| Contractor marketplace | Hourly specialists | Rate plus markup for the engagement | Project work, capacity, expert hours |
| Retained search | A dedicated researcher mapping a narrow market | Retainer plus success fee | Executive and highly specialized roles |
Managed referral network
A role is routed to people whose networks are likely to contain the right person. Introductions arrive with the referrer's context, and at Refery each one is vetted by a Talent Committee first. You get a short shortlist rather than a wide funnel. Refery's published pricing is 15% to 25% of first-year base salary, paid only on hire, with scope and fee agreed before the search starts; no retainer, no exclusivity.
Recruiter marketplace
Several independent recruiters opt in to your role and source in parallel. The strength is breadth; the tradeoff is more submissions to screen and variable candidate context. See Refery vs Paraform for a worked comparison.
AI matching platform
Candidates engage with an agent that builds their profile; roles are matched against that pool. Strong for roles where a good profile match is enough. See Refery vs Jack & Jill.
Contractor marketplace
Built around hours, not hires. The right tool when you need a defined block of specialist time. See Refery vs Mercor for why hourly and permanent hiring are different decisions.
Retained search
A dedicated researcher maps a small candidate universe and runs a managed process. The retainer is paid whether or not a hire results. Fits C-level and some VP searches. See retainer vs contingency vs referral.
A decision sequence, per role
- Is this a person or a block of hours? Hours: contractor marketplace. Person: continue.
- Is the candidate likely to be looking? If the role is well defined and the market is active, an AI matching platform or recruiter marketplace will surface candidates quickly. If the best candidates are passive senior people, a referral network reaches them through people they trust.
- How narrow is the candidate universe? Very narrow (a specific executive profile): retained search. Otherwise continue.
- How much screening capacity does your team have? Little: prefer a model that delivers a vetted shortlist. Plenty: a wide funnel is workable.
- What is the fee structure, on the same basis? Put each proposal on your expected base salary, add any upfront components, and compare using the proposal comparison method.
Using more than one
Few platforms require exclusivity, and most startups end up with a small stack: free channels first (investor introductions, founder network), a referral network for senior hires, and a marketplace or in-house sourcing for volume. The ten alternatives to recruiting agencies guide covers the full set.
If you run several, tell each which candidates you are already in touch with and use a duplicate-introduction process.
What matters more than the platform
The provider matters less than the brief and the process. A clear hiring brief, a fast and consistent interview loop, and a decision-maker who responds within days will improve outcomes on any platform. Evaluate providers with the recruiting partner checklist, then hold your own side of the process to the same standard.
Share your role with Refery to agree the scope and fee for your search.