Will RefeRec spam our candidate database?

No. Frequency and volume controls apply platform-wide, cooldowns hold candidates back automatically, and suppression rules exclude anyone based on activity, contact history or opt-out status. Over-contacting is prevented by design, not by policy.

How do the fraud controls actually work?

Provenance plus policy. Every candidate is introduced by a known referrer, and configurable rules, country allowlists, mandatory local contact requirements, automatic validation at submission, filter ineligible referrals before a consultant ever sees them.

Who controls the rules?

You do, at organisation level, with team-level flexibility where you want it. Organisation administrators have full oversight of all teams, users and referral activity.

Does the AI ever reject a candidate?

No. Eligibility validation applies your configured rules; it doesn't judge people. Hiring decisions stay with your recruiters, in your ATS, always.

Candidate safety and controls

Your database is an asset. We guard it like one.

Q: Can candidates opt out?

At any time, with automatic enforcement across all future communications.

Automated outreach without the fatigue. Referrals without the fraud. Every safety control on this page is built into the platform, not bolted on, because the fastest way to kill a referral programme is to burn the trust of the people in it.

Outreach protection

Will automated outreach annoy our candidates?

Not on RefeRec. Frequency and volume controls apply platform-wide, cooldown periods automatically hold candidates back from repeat contact, and suppression rules exclude anyone based on recent activity, prior contact history, or opt-out status. The platform physically cannot over-contact your database.

Safety gates

Built-in controls prevent over-contacting candidates and protect your database from fatigue, applied to every organisation, every campaign, always on.

Cooldown periods

After any outreach, candidates are automatically held back from further contact within configurable cooling-off windows.

Suppression rules

Candidates are automatically excluded based on recent activity, prior contact history, or opt-out status. No manual list hygiene required.

Opt-out, enforced

Candidates can opt out at any time, with automatic enforcement across all future communications. One click, respected forever.

Personal, not promotional

Outreach goes from each consultant's own email address using their own templates, so the contact that does happen reads as a personal note from someone the candidate knows.

The right moment only

AI selects who to contact based on relationship strength and timing signals, so requests land when they're welcome, not on a schedule.

Eligibility and fraud controls

How does RefeRec keep fake candidates out?

Provenance first, then policy. Every candidate arrives through a tracked introduction from a known referrer, someone with a real relationship and a reputation attached. On top of that, configurable eligibility rules filter out the applications you never wanted: country allowlists, mandatory contact requirements by country, and automatic validation of every referral at the point of submission.

Country-based eligibility

Configure exactly which countries referrals can originate from, with an allowlist at organisation level.

Contactability controls

Set mandatory contact requirements by country, for example requiring a local mobile number, so every candidate who reaches a consultant is genuinely reachable and genuinely local.

Automatic validation

Every referral is validated against your configured eligibility rules at the moment of submission. Ineligible referrals never enter the pipeline.

Why it matters: reports of fake and misrepresented candidates among staffing buyers jumped from 41% to 72% in a single year. Anonymous volume channels can't answer that problem. Vouched-for introductions with structural eligibility rules can. Read our research on human-connection hiring

Data collection controls

Can we control what candidates are asked for?

Down to the field. Define exactly what information candidates must provide at organisation level. CV and LinkedIn can each be required or optional, progressive collection captures the minimum at referral and gathers more only as the candidate advances, and every form adapts automatically to your configured rules.

The principle behind all of it

Decision-support, not automated decisions.

RefeRec's AI prepares jobs, times outreach, and validates eligibility. What it never does is auto-reject candidates, rank people behind your back, or make a hiring call on a client's behalf. Recruiters and clients keep making the decisions in their own ATS. That's not a limitation, it's the design, and in a market losing trust in automated hiring, it's the safest position an agency can offer its clients.

Questions

Safety and controls FAQ

Next step

Trust is now a product. See ours.

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