CredScore™ is a 0–100 number that determines how companies engage with your submissions, which roles you can access, and how much you earn. Here's exactly what each tier means.
The problem with an unscored referral network is that every submission looks the same. A hiring manager has no way to distinguish between an introduction from someone who has successfully referred five engineers into roles they stayed in for three years, and an introduction from someone who just joined the platform yesterday.
CredScore™ solves this. A referrer with a 91 CredScore™ has a verified track record of accurate, relevant introductions. A hiring manager who sees that number knows something before they read a single line of the introduction.
This matters for both sides. Companies get a calibrated trust signal. Referrers who have invested in building quality introductions get their work recognised and rewarded.
Scout — 0 to 40. Every referrer starts here. No introduction history, no acceptance data, no confirmed hires yet. Strong introductions at this stage build score quickly. One accepted candidate moves you meaningfully. Unlocks: base payout rate, standard queue placement.
Verified Connector — 41 to 65. You've demonstrated consistent introduction quality. Hiring managers have accepted at least some of your candidates, and your introductions have been scoring above average on the quality gate. Your introductions appear higher in the queue. Unlocks: 1.25× payout multiplier, 24-hour early access to new roles.
Trusted Advisor — 66 to 85. You have a meaningful history of accepted introductions and confirmed hires. Companies can contact you directly when a role opens that matches your historical network. Unlocks: 1.5× payout multiplier, 48-hour early role access, direct contact from companies.
Elite Partner — 86 to 100. The highest tier. Multiple confirmed hires, consistent high-quality introductions, strong acceptance rates. Unlocks: 2× payout multiplier, exclusive early access before any tier sees the role, featured placement in company search results, dedicated success contact.
Four inputs feed the score:
Introduction quality (heaviest weight). The average score of your submitted introductions on the quality gate — measuring specificity, relevance, authenticity, and consistency. This is the single biggest driver. A run of high-scoring introductions raises your score faster than anything else.
Hiring manager acceptance rate. The percentage of your introductions that get accepted into a company's active pipeline. This reflects the real-world judgment of hiring managers about whether your candidates are worth interviewing.
Confirmed hires. When someone you referred gets hired and passes the 30-day mark, your score increases significantly. The 60-day retention confirmation adds further. This is the hardest signal to fake and carries the most weight per event.
LinkedIn verification. Connecting your LinkedIn adds a one-time baseline credibility boost — the fastest single action that moves your starting score.
Volume. Submitting twenty introductions doesn't build your score faster than submitting five good ones. The quality gate penalises low-scoring introductions over time. Quantity without quality will plateau — and can actively hurt your acceptance rate metric.
Time alone. Your score doesn't improve just by being on the platform. It only moves based on what you submit and what happens to those submissions.
LinkedIn followers or connections. CredScore™ doesn't measure social prominence. It measures referral accuracy.
CredScore™ compounds in both directions. Referrers who invest in writing strong introductions from day one build score faster, get better placement, earn more per hire, and get access to better roles. This generates more accepted candidates and confirmed hires, which accelerates score growth further.
Referrers who submit generic introductions quickly see them go to backlogs, earn nothing, and watch their acceptance rate decline. The score reflects the pattern accurately.
The practical implication: your first five submissions set the trajectory. Write them well.
Connect LinkedIn before your first submission. Write specific introductions. Refer people you've worked with directly. That's the compounding path.