Hire with marketplace recruiters

Marketplace in your sidebar puts vetted independent recruiters on your hard-to-fill roles. You publish the role, Chosen vets who works it and every packet they send, and you review evidence instead of resume piles. You pay the fee when someone starts.

Publishing a role

Pick a job and the wizard walks five steps:

1. Brief. Paste the job description — or keep the one we prefill from the job — and add notes for recruiters, the context that never makes the public posting. We read the requirements and the salary band straight out of that text, so nothing gets typed twice. You get the seven requirements that matter most as chips; trim what doesn't decide the hire, reorder the rest. Recruiters source against this and every submittal is scored against it.
2. Interviews. Your job's interview stages, with one marked as the final stage. That marker matters: it is how recruiters know a candidate of theirs reached the finish line, so it should be explicit, not vibes. Chosen pays recruiters a bonus at that point; it costs you nothing and it is not part of your fee.
3. Terms. Salary band and placement fee. The band is required — prefilled when your job description states one, and no recruiter will work a role without knowing what it pays. The fee is anywhere from 5% to 100% of first-year base, default 20%. You'll see a suggested fee with the reasoning behind it: industry norms for the seniority and function, nudged by comp and location, blended with what similar open roles on Chosen pay. The rail shows exactly what recruiters will see, including what they'd earn.
4. Preview. The role rendered by the same code recruiters see. No drift possible.
5. Publish. Chosen's standard review commitment applies: a decision on every submittal within 5 business days; reviews that slip past 10 pause the role. Recruiters can see response speed, and they choose roles accordingly.

Drafts save as you go; finish later from the overview.

Raising the fee

Published fees can go up, never down. Raise it from the role dashboard when a role needs more recruiter attention; everyone working the role is notified.

Recruiters on your role

Recruiters apply directly and Chosen vets them onto the role, usually within a business day. You never see the ones still being vetted — deciding who is good enough is our job, not yours. Your dashboard shows who is on the role, and the pipeline underneath it: every candidate they have in play, from first submittal through to hire, one click from the packet. Click a recruiter's name for their verified platform record — placements, submittals, how often their candidates reach interviews. You can pause, resume, or remove a recruiter at any time.

Reviewing submittals

Every packet is reviewed by Chosen before it reaches you, so what lands in your queue has already cleared the quality gates. A submittal is an evidence packet: the resume, an AI match report scored against your brief with quoted evidence per requirement, often a scored screen with watchable highlights, the recruiter's notes they chose to share, and a three-sentence pitch.

The review queue orders by your SLA clock. For each packet:

• Advance to pipeline — the candidate lands in that job's pipeline at Screening, tagged with the recruiter's name.
• Decline — requires a structured reason and a written note. Both go to the recruiter and tune what they send next. Vague declines produce more mismatches; specific ones produce better candidates.
• Ask the recruiter — opens the thread when the packet raises a question a decline shouldn't answer.

One pipeline, with provenance

Accepted candidates live in your normal pipeline next to everyone else. The source column shows Marketplace · recruiter name; click through for the recruiter's profile. Move candidates through stages exactly as you always do — the recruiter sees the progression automatically, and stage moves record the milestones that drive their bonus and your stats. No separate tracking, no status-update emails.

When you reject a marketplace candidate later

Moving a marketplace candidate to Rejected asks for a reason and a note — the recruiter who introduced them sees both, and it's how they send you better people next time. Rejected in bulk without a note? Add the feedback afterwards from the submittal page.

The intake call

Chosen runs an intake call with you before recruiters start sourcing. The recording is attached to the role, and every recruiter approved on that role can watch it — the conversation itself, rather than a brief someone paraphrased from it.

The role dashboard's right rail shows which recording is attached, when it was recorded, and how long it runs. Nothing is published until Chosen publishes it, so a call sitting in Chosen's library is not visible to anyone yet.

A call can be trimmed before it goes out — the first eight minutes of scheduling chatter don't need an audience. Trimming never re-encodes anything and never destroys the original; it narrows what recruiters see, and the transcript follows the same window.

If you'd rather a particular call stayed private, say so in the role thread and Chosen will keep it unpublished or detach it.

Messaging and Slack

Every engaged recruiter gets a thread scoped to the role, and candidate decisions work right from the conversation. Connect Slack in Settings → Integrations and each role can get a shared channel with every recruiter on it — messages mirror both ways between Slack and your marketplace inbox, so neither side misses anything.

Your track record is part of the product

Recruiters see your marketplace stats before they apply: hires made, median days to hire, median response time. Fast, decisive companies attract better recruiters. That's the whole incentive design, and it works in your favor the moment you respond quickly.