Everything you need to know

Early access is invite-only while we're in launch phase. Join the waitlist at credorahire.com/waitlist and select 'Referrer' — we'll send your invite personally.

Yes. Joining Credora as a referrer is free. You earn money when someone you refer gets hired — we don't charge you anything.

You don't need LinkedIn to join, but connecting it gives you an immediate CredScore™ boost and signals to companies that your endorsements carry professional weight. It takes about 30 seconds in your settings.

Every introduction you submit is scored 1–10 by an AI model before it reaches the hiring manager. The score reflects how genuine and relevant your introduction is. Introductions that meet the company's quality threshold land in their active queue. Those that don't go to a backlog — the hiring manager won't see them unless they choose to review it.

The model looks at four dimensions: 1. Specificity of relationship — how clearly you describe how you know the candidate and in what context. "We worked together on the checkout infrastructure at Stripe" scores higher than "I know them from my network." 2. Relevance to the role — how well the candidate's background matches what the company is hiring for. 3. Authenticity — whether the language reads as a genuine personal endorsement or a generic template. 4. Consistency — whether your description of the candidate's background is consistent with the role and their actual experience.

Yes. The referrer portal shows your introduction score as you write it. You can revise before submitting.

Each company sets their own quality threshold. The default is 6 out of 10. Some companies set it higher (7–8) for more selective hiring; some set it lower (5) for more volume. You can see the threshold for each role before you submit.

It won't hurt your CredScore™ significantly if you score near the threshold. But if you consistently score below 5, it will affect your CredScore™ over time. The best approach is to only submit introductions for people you genuinely know and for roles that actually fit.

Payouts vary by role seniority and are set by the company: • IC / Individual Contributor: $500 base + $125 retention bonus • Manager: $750 base + $187 retention bonus • Director: $1,000 base + $250 retention bonus • VP / Executive: $1,500+ base + $375+ retention bonus Referrers in higher CredScore™ tiers earn multipliers — up to 2× for Elite Partners.

There are two payout events: 1. On-hire payout: Released 30 days after the hire is confirmed by the company. This is the base amount. 2. Retention bonus: An additional 25% of your on-hire payout, released when the company confirms the hire is still active at 60 days. Once a payout is available, you request it from your rewards dashboard. Processing time is approximately 5–7 business days via Stripe.

If your candidate is rejected, no payout is generated — but your CredScore™ is only affected based on how it compares to your historical acceptance rate over time. A single rejection doesn't meaningfully change your score.

The on-hire payout requires the company to confirm the hire is active past 30 days. If the candidate leaves before that mark, the payout is not triggered. The retention bonus also requires the 60-day confirmation.

There's no hard cap on how many introductions you can submit, but quality compounds more than volume does. Submitting five strong introductions for candidates you genuinely know will produce better outcomes — and a higher CredScore™ — than submitting twenty generic ones.

CredScore™ is a 1–10 number that reflects the quality of your referral history. It's built from introduction quality scores, hiring manager acceptance rates, confirmed hires, and LinkedIn verification. Companies can see your CredScore™ on every submission you make.

• Scout (1–3): Starting tier for new referrers. Base payouts. • Verified Connector (4–6): Demonstrated quality. Queue priority on competitive roles. 1.2× payout. • Trusted Advisor (7–8): Strong history of accepted introductions and hires. 1.5× payout. • Elite Partner (9–10): Highest tier. 2× payout on every confirmed hire. Exclusive early access to new roles.

Four things move the score most: 1. Write specific introductions. Describe the context of your relationship clearly. 2. Refer people you've worked with directly. Not acquaintances — people you can genuinely vouch for. 3. Match to roles in your domain. A software engineer referring for engineering roles builds score faster than cross-domain. 4. Connect your LinkedIn. Immediate boost, takes 30 seconds.

No. Your CredScore™ doesn't decline from inactivity. It only moves based on new submissions, accepted candidates, and confirmed hires.

You can submit an introduction, but the quality gate will score it accordingly. Introductions for people you don't know well tend to score lower — which affects both the submission's chance of reaching the active queue and your CredScore™ over time. The platform is designed for genuine professional endorsements.

If your introduction meets the quality threshold, it enters the company's active queue. The hiring manager reviews it and either accepts (moving your candidate into their pipeline) or rejects. You're notified at each step and can track your candidate's progress in real time from your referrer portal.

Yes. If someone in your network fits multiple open roles, you can submit separate introductions for each. Each is scored independently.

Once a company accepts your candidate into their pipeline, the relationship is between the candidate and the company. If the candidate doesn't respond, the company may close the referral — but this doesn't directly affect your CredScore™ unless it happens repeatedly.

No. Self-referrals are not permitted on the platform.