How Credora works for hiring teams

During early access, companies apply through the waitlist at credorahire.com/waitlist. Once we review your application, we'll reach out directly to complete verification and get your first role posted. The onboarding process typically takes under 30 minutes.

We verify that your company is real, active, and the role being posted reflects a genuine open position. Verification involves confirming your company domain, legal entity name, and that the person posting roles is authorized to do so. Most companies are verified within 1 business day.

Each verified company gets one Company Admin account — typically the person who led the sign-up. Admins can invite Hiring Managers to the platform. Hiring Managers can view and manage the candidate queue for roles they're assigned to, but they can't edit company-wide settings like payout configuration.

No. Credora works standalone. If you want to connect your existing ATS (Lever, Greenhouse, Workday, and others via Unified.to), you can do that from your dashboard settings — but it's optional. The Credora queue itself has everything you need to manage candidates through to a hire.

Each role has its own hiring queue — a real-time list of candidates who have been introduced by verified referrers and passed the AI quality gate. Your queue is capped at 20 active candidates at any time. When a slot opens (because you accept or reject a candidate), the next highest-scoring introduction from the backlog automatically fills it. You never have to sift through 250 applications.

Every introduction submitted by a referrer is scored 1–10 by an AI model before it reaches your queue. The score reflects how specific, relevant, and authentic the introduction is. You set the minimum score threshold for your role — the default is 6/10. Introductions that score below your threshold go to a backlog that you can review at your discretion, but they don't surface in your active queue.

Yes. Each role has its own quality gate setting from 1–10. A higher threshold (7–8) gives you a tighter, more selective queue. A lower threshold (5) gives you more volume. You can adjust it at any time and the change retroactively re-sorts existing submissions between active and backlog.

Each queue entry includes: the referrer's name and CredScore™, their written introduction, the candidate's name and LinkedIn profile, the introduction's quality score and AI reasoning, the candidate's background summary (AI-generated from the intro + LinkedIn), and any endorsements the referrer has on the platform. You can see all of this before accepting or rejecting.

Accepting a candidate moves them into your active interview pipeline. The referrer is notified and can track their candidate's progress. Accepting does not mean you've made a hiring decision — it means you've agreed to engage with the candidate. From there, you progress them through interview stages (screening, technical, final, offered) using the pipeline view.

Any introduction that scores below your quality threshold, or that arrives when your active queue is full, goes to the backlog. Backlog entries are visible to you but not counted against your active queue cap. If you want to review a backlogged candidate, you can manually pull them into your active queue. When active queue slots open up, the highest-scoring backlog entries surface automatically.

From the queue view for any role, you'll see each candidate with their introduction and score. Accept or reject with a single click. Rejecting a candidate frees a slot in your queue and automatically surfaces the next backlog entry. You can also reject with a reason — this is optional but helps referrers understand what you're looking for.

Once you've accepted a candidate, you move them through four stages: Screening → Technical → Final Round → Offer. You update the stage from the queue view. Referrers are notified when their candidate advances, which keeps them engaged and invested in the outcome.

AI Scan is an on-demand feature that re-analyzes your entire active queue against your current role requirements and produces a ranked list with commentary on each candidate's fit. It's useful when your queue has built up and you want to quickly identify who to prioritize. Each scan uses AI credits (included in Growth, available as top-ups in Starter).

When a candidate accepts an offer and starts, mark them as hired in the queue. This triggers the payout flow — the referrer is notified, the 30-day retention clock starts, and the hire is recorded in your platform history. You'll confirm again at the 60-day mark to release the retention bonus to the referrer.

If the hire doesn't pass the 30-day mark, you don't confirm retention and the payout is not triggered. There's no clawback from your side — the platform fee and referrer payout only apply when you confirm the hire is active past 30 days.

Credora has two pricing tiers: • Starter: Free to post roles. You only pay fees when a hire is confirmed — no monthly cost. • Growth ($299/month): Includes all features — AI Scan, referrer campaigns, analytics, ATS integration, and priority referrer matching. Same confirmed-hire fees apply. Growth comes with a 30-day free trial. Most hiring teams find it pays for itself with the first hire.

When a hire is confirmed, companies pay two fees to Credora: (1) a success fee of 5% of the hire salary (minimum $500), and (2) a referral platform fee of 25% of whatever payout you've configured for the referrer. The referrer payout itself goes directly from you to the referrer — the 25% is an additional fee on top of that, not deducted from the referrer's amount. Example: $120k hire with a $1,000 referrer payout → $6,000 success fee + $250 referral platform fee = $6,250 to Credora. The referrer receives their full $1,000. Still far below the $24,000 a 20% agency would charge.

From your dashboard under Payout Settings, you can set per-seniority payout amounts: IC, Manager, Director, VP/Exec. You can also set a per-role override for specific roles. These amounts are the cash paid to the referrer when a hire is confirmed — you set them based on what you're willing to pay for different types of hires. Companies typically set them at 5–15% of the role's first-year salary.

Two confirmed-hire fees are triggered when you confirm a hire: a success fee (5% of salary, min $500) and a referral platform fee (25% of the referrer payout). Both are paid to Credora; the referrer payout itself goes directly to the referrer. For Growth plan subscribers, the monthly subscription is charged separately at the start of each billing cycle.

Yes. You can set company-wide defaults by seniority level, and then override those defaults on a per-role basis. For example, if you have a particularly hard-to-fill role and want to incentivize referrers with a higher payout, you can set a role-level override without changing your company-wide defaults.

Tax compliance for referrer payouts is handled through Stripe Connect. When you make a payout, Stripe collects TIN information from the referrer and handles 1099-NEC filing automatically. You don't need to collect W-9 forms manually or manage tax documents — that infrastructure is built into the payout flow.

Verified referrers on the platform can browse all open roles from companies they're approved to refer to. The platform also proactively surfaces matching roles to referrers whose network and CredScore™ profile fits what you're hiring for. You don't need to actively source referrers — the network works on your behalf.

A Referrer Campaign emails the top-matching referrers on the platform for a specific role. For example, if you're hiring a senior backend engineer, a campaign targets referrers with strong engineering networks and high CredScores in that domain. It's a one-click action from your dashboard and is included in the Growth plan.

Yes. If you know professionals outside the platform who you'd like to bring in as referrers, you can generate invite codes that give them direct access. Invited referrers join with a CredScore™ boost and can immediately browse your open roles.

Every referrer has a CredScore™ (0–100) visible on each submission they make. CredScore™ is built from their history of accepted introductions, confirmed hires, and LinkedIn-verified professional activity. A CredScore™ of 66+ (Trusted Advisor tier) indicates a referrer with a strong track record of introductions that actually get hired.

Credora integrates with major ATS platforms including Lever, Greenhouse, Workday, and others via Unified.to. From your dashboard under Settings → Integrations, you can connect your ATS with a standard OAuth flow. Once connected, accepted candidates are automatically synced to your ATS.

Yes. Company admins can import roles in bulk using a CSV upload from the dashboard. The import creates draft roles that you can review and activate. This is useful for companies onboarding with a large number of open positions.

Yes. Credora is not a replacement for your ATS — it's a sourcing layer on top of it. Candidates flow from Credora into your ATS once you accept them. Your existing evaluation and onboarding workflows continue unchanged; you're just adding a better sourcing channel upstream.