Freelance Recruiter Platform — Work Mandates, Prove Results, Get Found
Going independent means you lose the two things an agency gave you: the tooling and the credibility. FindHire replaces both. You get a free recruiting CRM with AI sourcing that keeps working between your calls, and a public portfolio that proves your results with metrics you cannot edit — so clients can verify your track record instead of taking your word for it.
- 60-second shortlist
- Email unlock — no card
- Used in 40+ countries
Try it on a live mandate
Paste a job description and get 3 real candidate matches — no account needed.
No seat fees, no subscription
The CRM, pipeline, candidate database and public portfolio are free permanently. You pay only for AI sourcing and monitoring, in F&H tokens, when you use them.
Credibility you can send to a client
One public URL showing real placements, verified client reviews and hiring metrics computed from your actual pipeline — not a self-reported deck.
Sourcing that runs without you
Constant AI Monitoring scans LinkedIn, Telegram, GitHub and job boards against each open mandate and drops qualified candidates into your pipeline while you are on calls.
The two problems every independent recruiter hits
The first is capacity. Solo, you are the sourcer, the screener, the account manager and the invoicing department, and sourcing is the part that silently eats the week. The second is trust. A new client has no way to tell a recruiter who fills roles in 24 days from one who quietly never fills them — so they default to the agency with the logo. FindHire is built to solve exactly these two, and nothing else.
- Capacity — AI sourcing and constant monitoring work every mandate in the background
- Trust — a public portfolio where the numbers come from pipeline events, not from you
- Cost — no per-seat pricing to carry between placements
Everything a solo desk actually needs
This is a full recruiting workflow, not a lightweight tracker. It is the same product an in-house team uses, priced so one person can run it.
- Unlimited vacancies and candidates, with a public apply page per role
- A drag-and-drop pipeline from sourced through to hired
- Your own searchable candidate database — every CV you ever touch stays yours
- AI candidate matching that scores a shortlist against the brief
- Job description generation in nine languages
- Collaboration when you need it — invite a client as a viewer or split a mandate with another recruiter
How you get found
Every complete FindHire profile is a public, indexable page in the recruiter directory, ranked by measured performance rather than by who paid for placement. Clients browsing for a specialist in your sector see your real numbers next to everyone else's, which is why a strong desk with no brand can win against an agency with one.
- A public recruiter profile at your own URL, indexed by search engines
- Directory ranking driven by measured results, not advertising spend
- Verified reviews, gated to clients with a real engagement on a real vacancy
- Inbound mandates land in the same CRM you already work in
The metrics clients read
Your portfolio publishes a short, honest set of numbers, each computed from pipeline activity you cannot hand-edit. Together they answer the only question a client has: will this recruiter actually fill my role, and how fast?
- O (Offers) — how many offers your work produced
- A (Accepted) — how many relevant candidates entered the process
- TF (Time To Fill) — days from brief to filled role
- TPC (Time per Presented Candidate) = TF : A — average time to present one candidate; 3 or below signals strong relevant-candidate flow
- RI (Resource Intake) = (TF + A) : O — resource cost per offer; around 25 indicates fast work
- SV (Success Velocity) = RI : TPC — how quickly hire probability becomes a hire; higher is better
Starting a recruiting business from zero
The practical order matters more than the paperwork. Pick a sector narrow enough that you can name the twenty companies who hire in it. Set your fee model — contingency is easier to sell, retained is easier to survive on. Then work one mandate properly and let it generate your first public metrics, because your second client will read them. Most independents get this backwards and spend three months on a brand nobody checks, instead of one placement everybody can verify.
- Choose a sector and a fee model before choosing a logo
- Run your first mandate inside a CRM so it produces evidence, not just a placement
- Publish the portfolio early — an honest thin profile beats no profile
- Let monitoring build your candidate database while you do business development
Frequently asked questions
What is a freelance recruiter platform?
It is the software an independent recruiter runs their desk on: a CRM to track vacancies and candidates, sourcing tools to find people, and — on FindHire — a public profile that publishes verified results so clients can find and vet you. It replaces the agency tech stack for someone working alone.
Is FindHire free for freelance recruiters?
Yes. The CRM, unlimited vacancies and candidates, the candidate database, the pipeline and the public recruiter portfolio are free permanently, with no per-seat fee. Only AI sourcing, AI matching and constant monitoring are metered with F&H tokens, so your costs scale with usage rather than with time.
How do I become a freelance recruiter?
Pick a sector you can credibly speak to, decide between contingency and retained fees, and then get one mandate and work it end to end inside a CRM so it generates verifiable metrics. Your track record is the asset that wins client two, three and four — so start producing it on the first role rather than after ten.
How do clients find me on FindHire?
Completed profiles appear in the public recruiter directory and get their own indexable URL. The directory ranks recruiters by measured performance — time to fill, relevant-candidate flow, offers accepted — rather than by advertising spend, so results are what surface you.
Can I use it alongside my existing ATS?
Yes. Many independents use FindHire for sourcing, their candidate database and the public portfolio while a client's own ATS handles that client's internal process. Candidates you add stay in your database regardless of which vacancy they came from.
What if I work with another recruiter on a role?
Invite them to the vacancy with a role — sourcer, editor or viewer. Both of you work the same pipeline, and the metrics attribute correctly to whoever did the work, so a split mandate still builds each portfolio honestly.
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