Yes. Pay creates bias. So does performance pressure. So does naivety. As a recruiter you’re subject to all of those. Referral bias is better than the bias of conventional recruitment for two reasons:

• A recruiter has the added bias of a quota, or their livelihood. 
• Referral bias is offset by previous work experience with the candidate and more technical insight into the work. Without first-hand experience, recruiters are more easily compelled by candidates who are not a fit, or who have a bad track record. 

We use the same filters. Tests, pre-screening interviews, etc. The difference is what we are filtering to start with. Peer-referred candidates have a strong tendency to be of higher quality than random databases-sourced candidates. Think of candidate screening like air filtration. We use the same filters, but process far less smoke and toxins. The outcome is cleaner air. 

Our referral service costs are similar to traditional staffing firms.

You only pay if you hire one of our referrals,

Our community will not make referrals to open position that are fully approved and live. Tech candidates are not a durable inventory. Their skills, lives and work interests change fast. We are committed to meeting them with the complete, relevant details at the right time.  

Information technology and technology adjacent means all professionals who do the direct technical work like software development, data architecture, and systems engineering, along with those who work directly adjacent to technical professionals such as product managers, business analysts, scrum masters, data analysts, user support, etc.