The hire that matters is the one who stays and delivers.

Not a job board. Your role is shown to vetted referrers only, never to a public flood. Not a sourcing tool. Names come from people who have actually worked with them, not scraped from a graph. Not an AI screener. The signal is human. The engine reads what real people referred, it does not invent the trust. Not a fee-per-app racket. You pay only when someone is hired and stays, and the fee is published on the role before you post it. Not a black box. You see why each name reached your shortlist, in plain language, from the people who referred them.

First names typically appear within 3 days of a role being posted. Most shortlists are full inside two weeks. The pace is set by the referrers, not by a sourcing team trying to hit an SLA.

Internal programs only reach your employees' networks and produce five to ten percent of hires on average. rollcall.work opens that channel to thousands of vetted people who can refer a candidate, across companies you don't employ at, with structured incentives, verified identity, and a reliability gate that holds.

The fee is not released until the hire clears day 90. If the hire exits before then, the success fee is voided, and it affects how much weight that person's future referrals carry. The incentives line up with the outcome you actually want.

You pay a placement fee on hire. The fee is published on the role before you post it. A contingent agency charges 25 to 35 percent of first-year salary for a human to do this; ours runs a fraction of that, because the network does the work. There is no platform subscription. No seat license. No listing fee.

Nothing. You're not charged anything for a shortlist to be produced. You're only charged an unlocking fee if you unlock the role.

Every referrer completes KYC, identity verification for financial and tax purposes. Their standing on the platform is on the line every time they refer someone. Weak or careless referring reduces how much weight their name carries going forward. A pattern of it ends their access. Ultimately, the company decides who to hire.

The reliability gate works at every level. The network is strongest in senior individual contributor and leadership roles, which is where conventional channels are weakest, but the model has been tested across functions and seniority levels.

Technology, gaming and interactive entertainment, specialized healthcare, creative and digital agencies, film and television production, and hospitality at launch. The model is industry-agnostic. The depth of the referrer network in each vertical is what we are building first.

The engine never observes subjective performance ratings. It reads tenure outcomes and referrer endorsements. This is the firewall against reconstructable bias, and the boundary that protects candidates from being judged on what a manager privately thought of them, rather than on what they did.

Certn runs it, not you. The moment you unlock a shortlist, an identity check fires automatically through their API for every candidate on it who opted in. You don't manage a separate vendor, request anything, or handle the data yourself. rollcall.work never sees the results, and the check has no bearing on who reached your shortlist in the first place. It's one more thing you don't have to think about, not one more thing to manage. If you want criminal record or custom background checks, speak with the rollcall team to learn more.