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For Employers
Recruiting Hub is an AI powered Recruitment Marketplace helping employers fill roles faster through AI Recruiter +/ network of 5000+ recruitment agencies globally.
Instead of onboarding multiple suppliers manually, employers can use one platform and one workflow.
You can add your employer product tour link here.
Recruiting Hub is not positioned like a traditional job board where you post a job and receive random inbound CV spam.
It is also not a single traditional agency dictating custom terms.
It acts as a platform between employer and recruitment vendors to simplify external hiring.
Permanent jobs are success-fee based.
Contract jobs are posted using an end-rate / budget model.
For permanent hiring, payment is made only on a successful placement after joining, with replacement terms agreed on the job.
Permanent roles use a one-time placement fee, usually selected as a percentage of offered annual salary.
Contract roles use an end-rate / markup / cost-plus style structure depending on the setup.
For contract hiring, margin is handled within the commercial model rather than a one-time permanent fee.
The job is published to recruiters.
Recruiters can request or engage to work on the role depending on the workflow used.
Employer confidentiality is protected until approval / workflow progression.
The employer controls items such as fee, number of agencies, CV limit, and job terms.
The process combines recruiter sourcing with workflow controls.
Recruiters compete to submit strong candidates.
CV limits help reduce junk submissions.
The built-in ATS helps employers review, shortlist, reject, or mark duplicates.
The live FAQ describes a large and growing global agency network.
You can update this line anytime if your latest number changes.
Yes. Agencies are reviewed based on specialism, skill, experience and related quality indicators.
Employer-side performance data and activity can also support quality control.
The platform supports agencies across multiple countries and regions.
This enables broad geographic reach for employers hiring internationally.
The model includes a replacement / guarantee period as agreed on the role.
If the candidate is not the right fit within the agreed period, replacement logic applies based on the commercial terms.
This should be rare on a healthy role.
If engagement is low, the usual recommendation is to review the rate, fee, or terms so the role becomes more attractive.
The current live FAQ explains that employers choose a percentage range for permanent roles.
You can keep this editable in the data array so commercial rules can be updated later without redesigning the page.
Contract jobs are commercialised through an end-rate / markup model.
The employer pays the agreed contract amount periodically for approved work done.
The contract flow is usually handled monthly and aligned with hours or timesheet approval.
Yes. The live FAQ says ATS integration can be discussed through support.
You can place your support email or integration contact link here.
The ATS is used as part of the wider product value proposition.
It helps employers become familiar with the platform and can support recruitment workflow even before marketplace usage increases.
The live FAQ explains that contract billing is handled periodically after approved work / timesheet approval.
The platform then distributes payments according to the commercial split used on the contract model.
For Agencies
For agencies, Recruiting Hub is a recruiting marketplace where agencies can monetise their candidate network by supplying talent to live roles.
You can place your recruiter product tour link and best-practice link here.
The current live FAQ states that from 1 January 2026, only subscribed recruitment vendors can engage on new roles.
You can keep a CTA button here for subscription / pricing.
The live FAQ describes broad access initially, with account quality monitoring.
Accounts that engage excessively without enough quality submissions can be limited or suspended.
Job visibility is triggered based on factors like location and specialisation.
Agencies should complete specialisation and profile information carefully to improve relevance.
The live FAQ explains that engagement is workflow-driven and can be auto-approved depending on the setup.
You can simplify this answer further if your current product flow changes.
The live FAQ says unlimited sub-users can be created for an agency account.
That allows multiple recruiters from one firm to work simultaneously.
Agencies can track CV status in their account.
Automated notifications are sent when employer-side actions happen, such as shortlist, reject, interview, offer, or hire.
The system checks duplicate logic using identifiers such as email and phone number.
If a candidate was already known to the client or already submitted, duplicate handling rules apply in the workflow.
The live FAQ explains a percentage split of the advertised one-time placement fee for successful permanent placements.
The agency payout is released after the agreed replacement / guarantee logic is satisfied.
The live FAQ describes recurring monthly commission on contract placements.
Contract payout depends on the advertised end rate and the commercial split being used.
The agency that sourced the contractor is then responsible for contractor payment where that model applies.
For Franchisee
The live FAQ positions the franchise model for people or teams wanting to grow recruitment business using Recruiting Hub’s tech platform and operating model.
You can keep your franchise application link here.
The live FAQ describes a split where the recruiter, franchise partner, and Recruiting Hub share revenue from tagged client activity.
It also explains that if the franchise fills the vacancy itself, the franchise economics improve significantly.
The live FAQ says the franchise partner gets paid when Recruiting Hub gets paid by the client, typically based on client payment timing.
The live FAQ positions the franchise as a way to benefit from platform automation, transparency, territory ownership and incoming employer signups.
It also highlights a unique employer signup link and QR-code based client acquisition.
The live FAQ says remote start is possible, although office space is preferred.
It also references a two-year agreement structure.
Yes. The live FAQ clearly says a franchisee can continue operating as a recruitment agency as well and still use the platform benefits.
Yes. The live FAQ references a standard franchise agreement link.
The live FAQ includes a direct application link for becoming a franchisee.
You can wire your existing franchise application URL into the CTA button.
Foreign Subsidiary
The live FAQ says this route is for business professionals who want to grow a recruitment business in their country, whether starting new or already running one.
It explains that a local country company can be formed under a shareholding model.
The live FAQ explains that a franchisee is effectively a reseller / operator model, while a foreign subsidiary has ownership participation and country-level representation.
A foreign subsidiary can build local teams or choose a franchise-style operating path.
The live FAQ explains that placement economics and local gross profit mechanics operate through the local company, with a monthly management fee payable to the parent company.
The live FAQ explains that investment is needed for company formation, bank account opening, setup cost, office, salaries, bills and operating expenses in the target country.
