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Recruiter Machine is an all-in-one recruiting system that combines CRM technology, automated follow-up sequences, AI-assisted sourcing, interview scheduling, KPI dashboards, client portals, and onboarding and retention workflows into a single platform. It’s designed for businesses and recruiting professionals who need to hire consistently and want a repeatable system instead of a manual process.

An applicant tracking system stores candidates and tracks where they are. Recruiter Machine does that — but it also actively moves candidates through the process using automation. The difference: an ATS is a filing cabinet. Recruiter Machine is the filing cabinet plus the recruiter who follows up, reminds, recovers no-shows, onboards, and tracks retention automatically. Most ATS platforms require significant manual work to operate. Recruiter Machine is designed to run most of that work without the recruiter having to touch it.

Job boards are applicant sources — they help people find your open jobs. Recruiter Machine is the infrastructure that manages what happens after someone applies. Candidates from Indeed, LinkedIn, referrals, social media, and every other source flow into Recruiter Machine and move through a single centralized process. The two tools serve different functions and work together, not instead of each other.

Both. The platform handles automation, data, and process execution. But every plan above Blueprint includes live onboarding — sessions where we configure your pipeline, build your sequences, and connect your integrations together with you. Higher tiers include ongoing strategy calls, a dedicated customer success manager, and team training sessions. You get the technology and the guidance to use it.

Consistent follow-up at scale, at the right time, without forgetting. The average recruiter drops follow-up cadence when they get busy — which is exactly when the most candidates go cold. Recruiter Machine doesn’t get busy. Every candidate gets the same sequence at the same intervals, every time. That consistency — across 10 candidates or 500 — is what produces repeatable outcomes.

Recruiter Machine uses GoHighLevel as part of its infrastructure while adding recruiting-specific pipelines, workflows, dashboards, sequences, and strategy built for the recruiting lifecycle. Clients interact with a configured recruiting system — not a generic CRM platform. You don’t need to understand GoHighLevel to use Recruiter Machine, and most users never need to think about the underlying platform at all.

Organizations where hiring is a continuous, business-critical activity: sales organizations, home service companies, franchise groups, dealerships, staffing agencies, field sales organizations, and in-house recruiting departments scaling volume. The common thread is consistent hiring volume — businesses that recruit once a year don’t need this level of infrastructure. Businesses that recruit every week do.

It means the system covers every stage from first contact with a candidate through their 90-day retention milestone. Most recruiting tools focus on the sourcing and screening stages and stop at placement. Recruiter Machine continues through onboarding (post-offer engagement, Day 1 messaging), activation (first-activity tracking), and retention (7/30/60/90-day checkpoints). A placement that doesn’t stick is a failed placement. Full lifecycle means we track and automate through to the outcome that actually matters.

The full Recruiter Machine interface is accessible and fully functional on mobile browsers on iOS and Android. You can manage your pipeline, review candidates, send messages, and check your dashboard from any device. There is no standalone native app currently — the mobile web experience is optimized and responsive.

A recruiting coordinator works 40 hours a week and has an hourly cost, PTO, sick days, and capacity limits. Recruiter Machine runs 24/7, handles unlimited simultaneous candidates, never forgets a follow-up, and costs a fixed monthly amount regardless of volume. The comparison isn’t “which is better” — it’s “which tasks belong to a system vs. a person.” High-volume, repeatable logistics (follow-up, reminders, scheduling, status tracking) belong to the system. Relationship building, judgment calls, and negotiation belong to the person.

Yes. Solo plans (Blueprint through Elite) are single-seat plans built for one recruiter managing the full lifecycle independently. The automations, dashboards, and client portal features are all designed for one person who needs to look and operate like a firm without having a team. The most popular solo plan — Solo Accelerator at $1,997/month — gives a single recruiter unlimited automations, a full client portal, invoicing, and priority support.

Yes — Team plans (Platform, Scale, Dominate) are built for multi-recruiter operations. They add shared candidate pipelines, role-based permissions, manager dashboards, recruiter scorecards, and team performance reporting. Team Platform starts at $3,497/month for 5 seats. Team Scale at $5,000/month for 15 seats adds API access and Salesforce/HubSpot/Workday integration. Team Dominate at $9,997/month for 50 seats adds white-label and SSO.

Absolutely. In-house recruiting departments are one of the primary use cases. Whether you’re an HR team, a recruiting department, or a business owner handling hiring alongside other responsibilities, the system is configured for your process and your roles. You don’t need to be a professional recruiter or staffing professional to benefit — you just need to hire consistently.

The best fit is any organization that hires at least 5–10 people per year and expects that number to stay consistent or grow. The value compounds as volume increases: the more candidates in the pipeline, the more time automation saves, and the more visible the performance data becomes. At very low hiring volumes (fewer than 5 people per year with no scale plans), the infrastructure investment may exceed the return. At moderate to high volumes, the ROI is typically immediate.

Three situations where Recruiter Machine probably isn’t the right fit right now: (1) You hire fewer than 5 people per year with no intention of scaling. (2) Leadership isn’t committed to implementing a structured recruiting process — the system requires adoption to produce results. (3) You need hires in the next 48 hours — setup and onboarding take days to weeks, and Recruiter Machine is infrastructure, not a quick-hire solution. We’d rather tell you this upfront than have you pay for something that doesn’t fit.

Blueprint ($50/month) is the right starting point if you want to explore the platform and get familiar with the pipeline structure before committing to automation. It’s limited to 50 active candidates, 10 job orders, and no automated sequences. For most active recruiters, the first meaningful tier is Solo Launch ($397/month), which includes 5 automated sequences, AI sourcing queries, and a live onboarding call. If you’re actively recruiting and want automation running, start at Launch.

Not necessarily. Recruiter Machine can operate alongside an existing ATS, with candidates and data flowing between systems via Zapier, Make, or API (on Scale and above). Some clients use Recruiter Machine as their primary pipeline and automation layer while syncing select data to their existing ATS for reporting or compliance. The integration approach depends on your specific ATS — it’s worth discussing on a demo call.

Yes — the platform is model-agnostic. Retained search clients use it for structured candidate lifecycle management and client reporting. Contingency clients use it for high-volume pipeline automation and speed-to-contact. RPO practitioners use it for consistent, repeatable process delivery across multiple client accounts. The configuration differs, but the infrastructure supports all three.

Yes. Staffing agencies and recruiting firms can configure per-client pipelines, per-client candidate pools, per-client portals, and per-client reporting — all running simultaneously from one system. The manager dashboard shows activity across all clients at once. Team Dominate adds white-label capability so the platform can be presented under your agency’s own brand.

There are 8 plans total. Solo plans (5): Blueprint ($50/mo), Solo Launch ($397/mo), Solo Builder ($997/mo), Solo Accelerator ($1,997/mo), Solo Elite ($2,497/mo). Team plans (3): Team Platform ($3,497/mo • 5 seats), Team Scale ($5,000/mo • 15 seats), Team Dominate ($9,997/mo • 50 seats). Annual and 2-year discount options are available. Full details at recruitermachine.com/pricing.

Solo plans are single-seat architectures designed for one recruiter managing their own pipeline. Team plans add shared candidate pipelines (all team members working from the same pool), role-based permissions (recruiters see their work, managers see everything), manager dashboards, recruiter scorecards, and team performance reporting. If you have more than one recruiter, you need a Team plan — adding people to a Solo plan doesn’t give them shared access or team visibility.

Solo Accelerator at $1,997/month. It’s the first tier that includes everything: unlimited sequences and automations, unlimited AI sourcing queries, full client portal, invoicing and payment collection, custom branding, full retention suite (7/30/60/90 day), and priority support with a monthly strategy call. Most serious solo recruiters who want the full system land on Accelerator.

Solo Launch at $397/month includes 5 automated follow-up sequences, AI sourcing queries, pre-screening forms, interview scheduling automation, and a live onboarding kickoff call. Blueprint ($50/month) has no automation — it’s a platform exploration tier only.

There is no free trial, but there is a 7-day money-back guarantee on all monthly Solo plans (Launch through Elite). New subscribers who’ve used the platform for fewer than 3 hours can request a full refund within 7 days of activation, no questions asked. This effectively functions as a low-risk trial period for Solo plans.

Yes — new monthly Solo plan subscribers (Launch through Elite) can request a 100% refund within 7 days of activation if they’ve used the platform for fewer than 3 hours. First-time activations only. Annual plans have a separate 30-day refund window per the Subscription Agreement. Team plans have different terms — see the Subscription Agreement at recruitermachine.com/agreements.

Yes, at any time. Upgrade to unlock higher tiers immediately. Downgrade at the next billing cycle. When upgrading from Solo to Team, your data, pipeline, candidate history, sequences, and configurations transfer automatically — no migration or rebuild required.

Yes. Annual plans receive the equivalent of 2 months free — you pay 10 months upfront at the monthly rate. The price is locked for the full 12-month term. Annual plans also have a 30-day refund window from the activation date. Example: Solo Accelerator monthly is $1,997/mo. Annual is approximately $1,664/mo (billed as one annual payment).

Yes. 2-year plans receive the equivalent of 4 months free — you pay 20 months upfront at the monthly rate. The price is locked for the full 24-month term. Early termination fees apply. Best for established operations that are confident in their long-term use case.

Monthly Solo plans: cancel anytime. Your access continues through the end of the current billing period. No penalty, no minimum. Annual and 2-year plans: cancellation before the term ends triggers an early termination fee as described in the Subscription Agreement. Team plans on monthly billing can also cancel anytime. Always review the Subscription Agreement at recruitermachine.com/agreements before committing to an annual or multi-year term.

Monthly plans have no long-term commitment. Annual and 2-year plans are term contracts with the pricing and early termination terms specified in the Subscription Agreement. The tradeoff is the discount: 2 months free on annual, 4 months free on 2-year, with price lock protection.

There are no mandatory setup fees. Implementation fees ($12,500–$25,000) are available as optional add-ons for enterprise clients needing high-touch custom configuration, migration from legacy systems, or multi-office rollouts. For standard plans, onboarding is included and handled as part of the subscription.

The subscription covers platform access and all standard usage within normal operating limits. Carrier costs for high-volume SMS (beyond standard A2P thresholds) and third-party integration usage fees (e.g., Twilio overages, Zoom API costs) may apply at very high volumes. The vast majority of clients at all plan tiers operate well within included limits. If you have unusually high volume requirements, discuss this on a demo call before selecting a plan.

Yes. Each Team plan has an included seat count and a per-seat overage rate. Team Platform: +$150/seat. Team Scale: +$130/seat. Team Dominate: +$110/seat. Extra seats are billed monthly and can be added or removed as your team size changes.

Yes. There is no per-candidate pricing on any plan above Blueprint. Blueprint is limited to 50 active candidates. All other plans have unlimited active candidates. Your monthly cost doesn’t change based on pipeline volume.

Recruiter Machine ships with 12 pre-configured workflows covering the full recruiting lifecycle: Lead Capture Engine, Pre-Screen Engine, Interview Prep Engine, No-Show Recovery Engine, Offer Follow-Up Engine, Onboarding Activation Engine, Retention Clock (7/30/60/90 day), At-Risk Employee Flag, Employee Referral Launch, Guard workflows, and separation logging workflows. All 12 are configurable for your specific messages, timing, and candidate language during onboarding.

Yes. Every sequence step — the message copy, the delay timing, the send window (business hours only, weekday only, etc.) — is fully editable. You write your own messages, or we help you during onboarding. Custom merge fields pull in candidate name, recruiter name, company name, job title, calendar link, and other variables automatically from your Custom Values registry.

When a candidate misses a scheduled interview, a detection workflow fires within minutes of the missed appointment. A recovery sequence begins: a re-engagement message acknowledging they missed, a reschedule offer with a new calendar link, and a follow-up reminder once they rebook. Approximately 40% of no-shows reschedule when prompted with a structured recovery sequence. Without a recovery system, most recruiters move on and that candidate is permanently lost.

AI sourcing queries let you describe the candidate profile you’re looking for in natural language and surface candidates from integrated databases and job boards that match that profile. The number of queries available depends on your plan tier: 50/month on Launch, 200/month on Builder, unlimited on Accelerator and above.

After applying or entering the pipeline, the candidate receives a text or email with a link to a pre-screening form. The form is built to your specifications: yes/no questions, multiple choice, short answer, or numeric input. Candidates complete it on their phone or computer. Qualified responses advance the candidate automatically to the next stage. Disqualified responses trigger an automatic professional disposition message and move the candidate out of the active pipeline. The recruiter is only involved in reviewing qualified candidates.

Candidates receive a scheduling link that shows your live calendar availability. They pick their own slot without any back-and-forth. The appointment is confirmed instantly with a details message and a calendar invite. At 24 hours and 60 minutes before the interview, automated reminders fire. If the candidate misses, the no-show recovery sequence begins automatically. No manual scheduling coordination required.

The full retention suite (Accelerator and above, Builder has 7-day and 30-day) includes: post-offer engagement sequence (keeps the candidate warm between acceptance and start date), Day 1 arrival confirmation, Week 1 check-in, 30-day retention checkpoint, 60-day checkpoint, 90-day retention confirmation, and at-risk employee flagging for contacts who reach Day 30 without recorded activity. Each checkpoint captures a response that’s logged on the candidate record.

The dashboard tracks: Interview Show Rate %, Pre-Screen Completion %, Contact Rate %, Speed to First Contact, Onboarding Drop-Off %, % First Activity Within 14 Days, Time to First Activity, Full Funnel Conversion Rate, 7/30/90-Day Retention Suite, and Source ROI by channel. On Team plans, per-recruiter scorecards track these metrics per team member. All metrics update automatically from workflow activity — no manual data entry.

Yes. Source attribution is tracked at the point of candidate entry. Every candidate is tagged with their entry source (LinkedIn, Indeed, Employee Referral, Company Careers, Facebook, etc.). The Source ROI dashboard compares each channel not just by application volume but by show rate, offer acceptance, and 90-day retention — so you know which sources produce your best long-term hires, not just the most applicants.

The client portal gives each client a live view of their specific pipeline: candidate names, current stages, next steps, and overall fill rate. Clients can review submitted candidates, leave feedback or approval decisions, and track job status — all without calling or emailing your team for updates. On Team Dominate, the portal can be white-labeled under your agency’s brand.

Yes, on Solo Accelerator and above. Invoices for placement fees, retained search deposits, monthly retainers, and other billing types can be generated and sent through the platform. Clients pay via Stripe integration. Payments are logged and can be synced to QuickBooks for accounting reconciliation.

Yes, on Solo Builder and above, through VoiceDrop or Slybroadcast integration. A pre-recorded voicemail is deposited directly into the candidate’s voicemail inbox without ringing their phone. Voicemail drops are configured as steps within automated sequences — typically paired with a simultaneous high-priority call task for the recruiter.

On Blueprint: none. On Launch: 5 sequences. On Builder: 15 sequences. On Accelerator and above (including all Team plans): unlimited sequences. There is no limit on the number of candidates active in a sequence simultaneously.

Candidates who reply STOP, UNSUBSCRIBE, or CANCEL are automatically removed from all active sequences and flagged as Do Not Contact. Compliance is enforced at the platform level. The candidate remains in the pipeline with full history, but no further automated messages are sent. Opt-out handling is A2P 10DLC compliant by default.

Yes. Every candidate’s activity feed shows a full timestamped log: every message sent, every email open (where tracking is supported), every reply, every stage change, every automation triggered. You can see exactly where a candidate is in a sequence, what they’ve received, and how they’ve responded.

For solo recruiters: most are fully operational within 48 hours of the kickoff call. The kickoff call happens within 1–3 business days of signup. For small teams (Team Platform, 2–5 recruiters): 14–21 days including platform build, team training, and go-live. For larger teams (Team Scale, Team Dominate): 14–90 days depending on seat count, custom integrations, multi-location configuration, and white-label setup.

Onboarding includes: a kickoff call to map your recruiting process and goals, pipeline configuration to your stages and job types, sequence setup (we build your core automations together), calendar and integration connections, template and Custom Values configuration, and a go-live on a live active search. Team plans also include separate role-specific training sessions (recruiter, manager, admin) and a recorded training library for future hires.

No. The system is built for recruiters, not for technology administrators. During onboarding, your implementation coordinator configures the technical elements (pipelines, sequences, integrations, custom fields) with you or for you. Your day-to-day interaction — reviewing candidates, moving pipeline stages, checking the dashboard — requires no technical knowledge. Most users are comfortable in the platform within 2–3 days of going live.

No. Recruiter Machine is configured around your existing process, not a template process. If you have a workflow that works, we automate it. If parts of your process are broken, we have proven frameworks to improve them — but the choice is yours. The goal is a system that runs your specific process consistently, not one that replaces your judgment with someone else’s assumptions.

Useful to have ready: your company name and branding (logo, colors), recruiter name(s), the job types and titles you commonly recruit for, your current follow-up process (even if informal), the integrations you want to connect (Google Calendar, Gmail, etc.), and examples of any candidate messages or templates you already use. Your implementation coordinator will walk you through a prep checklist before the kickoff call.

Yes. Existing candidate data can be imported via CSV during onboarding. Standard import fields include name, contact info, source, current stage, and notes. If you have a large existing candidate database or need to migrate from another platform, discuss the scope on your demo call — complex migrations may require additional configuration time.

For most solo setups, the first automated sequence (typically the lead intake or pre-screen sequence) goes live during or immediately after the kickoff call — within 24–48 hours of signup. Subsequent sequences are configured over the following days. By the end of the first week, most solo clients have their core follow-up cadence running automatically.

Yes. Training is included in all plans above Blueprint. Solo plans include a kickoff call plus written and video resources. Builder and above include strategy calls where we review performance and help you improve. Team plans include separate training sessions by role: a recruiter session (day-to-day workflow), a manager session (dashboard and scorecards), and an admin session (configuration). All team training sessions are recorded for future hires.

Support is available based on your plan tier: Blueprint gets 48-hour email response. Launch and Builder get 24-hour and 12-hour email SLA respectively. Accelerator gets 4-hour priority email support. Elite and Team Scale get phone and email with 4-hour SLA. Team Dominate gets Slack and phone with a 2-hour SLA. All plans above Blueprint also have access to a knowledge base, documentation, and recorded training library.

Both options are available. During onboarding, your implementation coordinator builds the core sequences with you. After onboarding, you can edit sequences, build new ones, and add steps using the visual workflow builder — no coding required. Solo Elite clients receive 2 custom workflow builds per quarter as part of their plan. Team Scale and Dominate clients with the custom automation builder can create complex conditional workflows independently.

Team plans add: shared candidate pipelines (all team members working from the same pool), role-based permissions (recruiters see their work, managers see everything), a manager team dashboard with live recruiter-level visibility, recruiter scorecards tracking individual performance metrics, team training sessions by role, shared sequence and template libraries, and multi-location support on Scale and above. These features don’t exist on Solo plans regardless of how many Solo users you have.

It depends on how you configure permissions. You can run a fully shared pipeline where any recruiter can see and work any candidate. You can also configure access so each recruiter sees only their assigned candidates while managers see everything. Many firms use a hybrid: a shared pool for new leads, individual assignment once a recruiter takes ownership of a search. Permissions are configured during onboarding and can be adjusted at any time.

The manager dashboard shows all active recruiters, their current pipeline volumes, and their key performance metrics — all in a single view. For each recruiter you can see: number of active candidates, interview show rate, interviews booked, placements this period, offer acceptance rate, and 30-day retention rate. All metrics update in real time from workflow activity. No manual reporting, no status calls needed.

Scorecards are populated automatically from system activity. There is no manual entry. Each recruiter’s show rate, contact rate, time-to-offer, offer acceptance, and 30/90-day retention are tracked continuously. Managers see a team view comparing all recruiters side by side. Recruiters can see their own scorecard but not their teammates’. Performance conversations become specific and data-backed instead of general and feelings-based.

Yes. Multiple clients are supported with per-client pipelines, per-client candidate pools, per-client portals, and per-client reporting — all running simultaneously. The manager dashboard aggregates across all clients. Each client sees only their pipeline in their portal. Staffing agencies with 5–20+ clients commonly run all accounts from a single Team plan.

Yes — white-labeling is exclusive to Team Dominate. Your agency name, logo, colors, and custom domain replace all Recruiter Machine branding on client-facing surfaces: the candidate portal, client portal, automated email footers, and login pages. Recruiters and managers use the platform normally; your clients only ever see your brand.

No. Upgrading from any Solo plan to any Team plan is seamless. Your pipeline, candidate history, communication logs, sequences, templates, and configurations transfer automatically. There is no migration process, no rebuild, and no downtime. Features locked to Team plans unlock immediately upon upgrade. You pick up exactly where you left off.

Yes, on Team Scale and Team Dominate. Multi-location support allows per-location pipeline configuration with location-based access control: recruiters in one office see only their location’s candidates, regional managers see their locations, and leadership sees across all locations simultaneously. Centralized reporting aggregates data from every location into a single executive view.

Candidates and job orders can be assigned to specific recruiters. The assigned recruiter sees that candidate in their pipeline and receives task notifications associated with it. When a candidate is reassigned to a different recruiter — for a handoff, coverage, or reassignment — the new recruiter sees the full communication history and context. Handoffs are clean and logged with no information lost.

Native integrations include: Google Workspace (Gmail, Google Calendar, Google Drive), Microsoft Outlook and Calendar, LinkedIn, Indeed, Zoom, Stripe (payments), Twilio (SMS and calling), Calendly, VoiceDrop and Slybroadcast (ringless voicemail), QuickBooks, Facebook, and Instagram. Salesforce, HubSpot, and Workday are available on Team Scale and above. Full API access is available on Team Scale and Dominate.

Yes, on Team Scale and Team Dominate. Salesforce integration allows bi-directional sync — candidate and placement data flows into Salesforce contacts and opportunities. HubSpot integration supports agencies using it as a client CRM. Workday integration pushes placement and onboarding data to the HRIS after offer acceptance, eliminating double-entry. These integrations are configured during onboarding for Scale and Dominate clients.

Yes, on Team Scale and Dominate. Team Scale includes 25,000 API calls per day. Team Dominate includes 100,000 API calls per day. API access allows engineering teams to build custom integrations with proprietary systems, custom reporting pipelines, and any external tool not covered by native integrations. Full API documentation is provided upon account activation.

Yes. Zapier and Make.com integrations are supported on Builder plans and above, connecting Recruiter Machine to 5,000+ external apps. They’re used for edge cases requiring cross-platform logic, field math, AI scoring, or connections to less common tools. For standard integrations (Google, LinkedIn, etc.), native connections are preferred. Zapier and Make are the bridge for everything else.

All SMS runs through Twilio infrastructure on A2P 10DLC-registered phone numbers. A dedicated phone number is purchased and registered for your account during onboarding. A2P 10DLC brand registration and campaign registration are completed as part of account setup. This is a US carrier requirement for business SMS — it ensures your messages are delivered at full rates and not filtered as spam.

A2P 10DLC (Application-to-Person, 10-Digit Long Code) is the US carrier framework requiring businesses to register their brand and messaging campaign before sending automated SMS. Without registration, messages are filtered or blocked by carriers. Recruiter Machine handles this registration as part of every account setup — you don’t need to understand the details, but it’s why your automated texts actually get delivered.

LinkedIn integration allows candidate sourcing queries, job posting, and profile data import. Candidates sourced from LinkedIn are automatically tagged with LinkedIn as their entry source and tracked in source ROI reporting. LinkedIn InMail integration supports outreach directly from the platform. Note: LinkedIn integration depth is subject to LinkedIn’s current API policies, which change periodically.

Yes. Zoom meeting links are generated and inserted automatically into interview confirmation messages when a calendar event is set to video interview type. No manual Zoom link management required. The integration is configured during onboarding by connecting your Zoom account.

For all standard integrations (Google, Outlook, Zoom, Stripe, QuickBooks, Zapier, etc.), no developer is needed. Connections are made through standard OAuth authorization flows during onboarding — typically a click-to-connect process. For API-based custom integrations (available on Scale and Dominate), developer involvement may be required depending on the complexity of the integration.

Direct integrations exist for LinkedIn and Indeed. Applications from these boards flow into the Recruiter Machine pipeline with source attribution applied automatically. Other job boards (ZipRecruiter, Glassdoor, CareerBuilder, etc.) can typically be connected via Zapier as an intermediary. Job board integration availability is subject to each platform’s API policies.

Yes. All SMS messaging runs through A2P 10DLC-registered numbers with brand registration and campaign registration completed as part of account setup. Candidate opt-outs (STOP, UNSUBSCRIBE, CANCEL) are processed automatically and enforced at the platform level. Consent capture is built into intake forms. Recruiter Machine follows TCPA compliance requirements for automated messaging. For specific legal compliance questions relevant to your jurisdiction, consult your legal counsel.

Candidate data is stored in cloud infrastructure with encryption at rest and in transit. Access controls are enforced by role. Recruiter Machine does not sell, share, or use your candidate data for any purpose outside of operating your account. Infrastructure security practices are aligned with industry standards. Full security documentation is available for enterprise clients on request.

Recruiter Machine operates with GDPR principles in mind: documented data retention policies, opt-out enforcement at the platform level, data deletion on request, and consent capture at candidate intake. If your recruiting operation spans the EU or processes data of EU residents, review the Data Processing Agreement available for enterprise accounts. For specific GDPR compliance requirements, consult your legal or compliance team.

You do. Your candidate database, job history, communication logs, analytics reports, and all recruiting data created in your account belong to your organization. Recruiter Machine has no claim on your data. Upon cancellation, you have 30 days to export your full data set in standard formats before it is deleted from the platform.

You are notified of your cancellation date and have 30 days after cancellation to export all data — candidate records, communication logs, pipeline history, and analytics — in CSV and standard exportable formats. After 30 days, data is permanently deleted. We recommend exporting on or before your cancellation date rather than waiting.

SSO/SAML is available on Team Dominate. It supports integration with major identity providers including Okta, Azure Active Directory, and Google Workspace for centralized authentication and automatic user provisioning. Team Scale and below use standard username/password authentication with optional two-factor authentication.

Full audit logs are available on Team Dominate. Every user action is logged with timestamp, user identity, IP address, and action detail: pipeline stage changes, message sends, configuration changes, login events, and API calls. Audit logs are downloadable for compliance reviews, internal audits, or investigation purposes. Partial activity logging is available on all plans through the candidate activity feed.

Recruiter Machine operates on infrastructure that is SOC 2 aligned. Formal SOC 2 Type II certification documentation is available for enterprise clients on request. For compliance-sensitive organizations evaluating vendor security posture, schedule a demo and request a security review package.

Blueprint: 48-hour email response, knowledge base access. Solo Launch: 24-hour email SLA. Solo Builder: 12-hour email SLA, quarterly strategy call. Solo Accelerator: Priority email with 4-hour SLA, monthly strategy call. Solo Elite: Phone + Slack support, 2-hour SLA, dedicated success manager. Team Platform: Priority email, 4-hour SLA, 3 onboarding sessions. Team Scale: Phone + email, 4-hour SLA, dedicated CSM, monthly live training. Team Dominate: Slack + phone, 2-hour SLA, enterprise CSM, quarterly business reviews.

Yes, on Builder plans and above. Solo Builder includes a quarterly strategy call where we review your performance metrics and identify optimization opportunities. Solo Accelerator includes a monthly strategy call. Solo Elite includes monthly strategy calls plus an annual business review session. Team Scale includes monthly live training sessions. Team Dominate includes monthly sessions plus quarterly business reviews.

Phone support is available on Solo Elite, Team Scale, and Team Dominate. For Blueprint through Solo Accelerator and Team Platform, support is via email and the priority ticket system. Phone availability is during standard business hours. Response time SLAs apply to all support channels based on plan tier.

Uptime SLAs scale by plan: Blueprint and Launch have best-effort availability. Builder and above have a 99.5% uptime SLA. Accelerator, Elite, and Team Platform have 99.7% SLA. Team Scale has 99.7% SLA. Team Dominate has 99.9% SLA with credit provisions for downtime below the guaranteed threshold. SLA credits are defined in the Subscription Agreement.

Bug reports are submitted through the support ticket system available in-platform. Feature requests can be submitted through the same system and are reviewed by the product team on a regular cadence. Priority feature request consideration is included in Solo Elite and Team Dominate plans. All reports are acknowledged within the support SLA for your plan tier.

Yes. All clients have access to a written knowledge base covering platform navigation, sequence building, integration setup, dashboard interpretation, and troubleshooting. Video walkthroughs are available for common configuration tasks. Team training sessions (Builder+) are recorded and added to the client’s documentation library for future reference and new hire onboarding.

Affiliates receive a unique tracking link. When someone signs up through that link, the affiliate earns a recurring monthly commission for as long as that client remains active. There are three tiers: Standard (20% recurring, open to anyone), Partner (25% recurring, requires 3+ active clients and $1,500+ MRR generated), and Elite (30% recurring, requires 10+ active clients and $5,000+ MRR generated). Apply at recruitermachine.com/affiliate.

Commission is a percentage of the referred client’s monthly subscription. At Standard (20%): a Solo Accelerator referral earns $399/month, a Team Dominate referral earns $1,999/month. At Elite (30%): the same Team Dominate referral earns $2,999/month, recurring for as long as they subscribe. Build a book of 10 referred clients across various plan sizes and the monthly total becomes very significant. See the full commission table at recruitermachine.com/affiliate.

Commissions are paid monthly via ACH bank transfer or check. The payout cycle closes at the end of each calendar month for all active referred clients who have paid their subscription. Commissions are calculated net of refunds and chargebacks. A real-time affiliate dashboard shows your current book, active clients, and pending commission amounts.

Partner tier (25%) requires 3 or more active referred clients and $1,500 or more in total monthly recurring revenue generated from your referrals. Elite tier (30%) requires 10 or more active referred clients and $5,000 or more in total monthly MRR generated. Tier upgrades are evaluated monthly and apply automatically when thresholds are met. You are notified by email when your tier advances.

Yes. SPIFs (Sales Performance Incentive Funds) are available for top performers: a +$500 bonus for closing a Team plan referral, a +$250 bonus per client on annual deal referrals, a monthly volume SPIF for hitting referral targets, and President’s Club recognition for the top 5 affiliates. SPIF terms are communicated monthly through the affiliate dashboard.

The referral bonus program rewards anyone — employees, affiliates, alumni, or outside contacts — who refers someone who gets hired by Recruiter Machine LLC. Bonus amounts scale by role: Sales Rep ($500), Senior Rep ($750), Principal/EAE ($1,500), Sales Manager ($2,500), VP of Sales ($5,000), President of Sales ($10,000). Bonuses are paid after the hired person clears their 90-day retention milestone. Repeat referrers unlock milestone bonuses starting at 3 successful hires.

Email [email protected] with the subject line “Referral: [Candidate Name].” Include the candidate’s name, contact information, the role you’re referring them for, and your relationship to them. You will receive a referral tracking ID within 2 business days confirming receipt. You can submit unlimited referrals. There is no cap on total referral bonuses earned.

The affiliate program is open to recruiting professionals, agency owners, HR consultants, coaches, content creators, and anyone with an audience of recruiting or HR professionals. Employees of Recruiter Machine LLC are not eligible for the standard affiliate program (employee referral bonus program is separate). There is no geographic restriction for international affiliates, though commissions are paid in USD.