Use this article to decide whether to work on a Pay Per Hire role published in the Marketplace, submit candidates correctly, and understand when a Pay Per Hire fee may be earned.
What Pay Per Hire means
Pay Per Hire roles are contingent recruitment assignments that may be published in the Marketplace. You can review available opportunities and apply for the roles that match your experience and network.
Pay Per Hire roles are non-exclusive. Multiple recruiters may work on the same role, and Workfully or the client may also use other channels. Applying for or being given access to a role does not guarantee exclusivity, an interview, a hire, a fee or continued access to that role.
The Marketplace is the publication and application channel, not a compensation model. It currently contains Pay Per Hire opportunities. Job Slot opportunities may also be published there in the future, so check the opportunity label and terms before applying.
There is no retainer or payment for time spent sourcing, screening or coordinating candidates. A fee is earned only when the conditions in the applicable role terms are met.
How to start
Review the full role brief and the role-specific terms.
Check the location, compensation range, required skills, fee, submission requirements, delivery targets and replacement terms.
Apply only if you can actively work the role and meet the stated expectations.
Wait for access or confirmation before using non-public role or client information.
Begin sourcing and keep all required activity in the Workfully platform.
What a valid candidate submission needs
Unless the role-specific terms say otherwise, a complete submission should include:
An up-to-date CV.
Your screening or interview notes.
The candidate's salary expectations.
The candidate's notice period or availability.
The candidate's current contact details.
A clear explanation of how the candidate meets the role requirements.
Confirmation that the candidate is informed and has consented, where required, to their data being shared with Workfully and the relevant client for the role.
An incomplete, inaccurate, duplicate or non-consensual submission may be rejected and may not count for attribution.
Candidate attribution
Submit every candidate through Workfully from the start. If the same candidate is submitted by more than one recruiter for the same role, attribution is normally based on the earliest valid platform submission, subject to the applicable terms and Workfully's platform records.
Do not ask a candidate to apply directly or use another channel to bypass platform attribution.
Delivery expectations
The role-specific terms are the source of truth. The current Pay Per Hire template includes the following operating targets:
Present candidates for shortlist within 7 calendar days of receiving access to the role.
Aim for more than 50% of presented candidates to be interviewed by the client.
Present at least 2 candidates for shortlist during each 2-week period.
Achieve at least 1 client interview during each 1-month period.
These targets are reviewed while the role is active. If the targets are not met, or there is no meaningful activity or communication, Workfully may reallocate the role. A different role may have different targets, so always follow the terms shown for that role.
Quality matters more than volume
A strong submission should be screened for the actual requirements, not only keyword similarity. Before submitting, confirm:
The candidate is genuinely interested.
The candidate fits the core hard-skill requirements.
Compensation expectations are within the stated range.
Location, work authorization and working model are compatible with the role.
Notice period or availability is understood.
The candidate knows what stage comes next.
Continue to coach the candidate, prepare them for interviews, collect feedback and update their status until the process ends.
Fees, invoicing and payment
The exact fee percentage, calculation base, invoice trigger, invoice requirements and payment timing appear in the terms accepted for the role and in Workfully's invoice instructions.
No fee is due merely because a candidate was sourced, submitted or interviewed. A fee may be earned only for a successful hire that satisfies the applicable terms and attribution rules.
When Workfully confirms an amount for invoicing, submit a valid invoice using the instructions provided. Do not rely on an estimated fee or date shown outside the accepted terms or a written payment confirmation.
Replacement obligations
Some Pay Per Hire roles include a replacement period if the hired candidate does not start or leaves within a defined time. The duration, exceptions and required replacement activity are stated in the applicable role terms.
If a replacement situation occurs, contact Workfully before promising an outcome to the client or candidate. A replacement normally does not create a second placement fee unless the applicable terms expressly say otherwise.
Keep client work on-platform
Do not contact, negotiate with, accept recruitment work from or place candidates with a Workfully-introduced client outside the Workfully relationship. This applies to direct and indirect approaches and may continue after an assignment ends, as described in the terms you accepted.
If you had a documented client relationship before the Workfully introduction, or if a client contacts you outside the platform, do not assume the contact is permitted. Share the facts with the Workfully team and obtain written confirmation before proceeding.
Important
This article is a plain-language operating guide. It is not an offer, a guarantee of work or earnings, or a replacement for any agreement. The General Terms or Recruiter Master Agreement and the applicable role-specific terms govern. If this article differs from the terms you accepted, the applicable accepted terms prevail.