Referred hires perform 33%
better¹ than other sources.

Not a job board. Your role is shown to vetted backers 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 backed, 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 put them forward.

First names typically appear within five days of a role being posted. Most shortlists are full inside two weeks. The pace is set by the backers, 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 opens the referral channel to thousands of vetted backers across companies you do not employ at, with structured incentives, verified identity, and a trust gate that holds.

The fee is not released until the hire clears D+90. If the hire exits before then, the fee is refunded. The backer's reliability is affected accordingly. 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, and competes favorably with a contingent agency on the same hire. There is no platform subscription. No seat license. No listing fee.

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

Every referrer is verified, they complete KYC for financial and tax purposes. Their reputation on the platform is on the line every time they put a name forward. Weak or careless backings damage their ability to assess reliability. A pattern of weak backings ends their access. Ultimately, the company will decide 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 backer network in each vertical is what we are building first.

The reliability engine never observes subjective performance ratings. It reads tenure outcomes and backer endorsements. This is the firewall against reconstructable bias and the boundary that protects candidates from being scored on what their managers privately thought of them.