Paraform Ground Rules

Paraform is a marketplace built on trust between recruiters, hiring managers, and candidates. To keep that trust intact and the platform working well for everyone, we ask every recruiter to follow a few core ground rules. This article summarizes them.

For the full terms, see the Recruiter Agreement.

Non-solicitation of clients

When you recruit through Paraform, you gain access to a client's hiring needs, internal team structure, and feedback. With that access comes a hard rule:

Do not solicit employees from any employer you are actively working with on Paraform, or have worked with in the last six months.

In practice, this means:

• If you're sourcing for both Employer A and Employer B, you cannot reach out to Employer A's employees to place them at Employer B.

• This applies even if Employer A is on Paraform and Employer B is somewhere else — or vice versa.

• The six-month clock starts when you stop actively recruiting for that employer. Until that clock runs out, you cannot approach their employees on behalf of any other client, on or off Paraform.

The rule exists to prevent conflicts of interest across the employers you work with.

To stay compliant:

• Source from external talent, not from your current or recent clients' employee bases.

• Be transparent with employers about how you're sourcing.

• Keep employer relationships separate.

Communication standards

Represent yourself accurately

When reaching out to candidates, be clear that you're working through Paraform — not as an employee of the company you're recruiting for.

• ❌ "I am a [Company] recruiter"

• ✅ "I'm partnering with [Company]" or "I'm working with [Company] through Paraform"

This protects the candidate's trust and the integrity of the client relationship.

Represent the role accurately

Candidates rely on you for accurate role information. Misleading candidates damages both the candidate experience and the client relationship — and ultimately harms your standing on Paraform.

Avoid:

• Inflating compensation ranges

• Misrepresenting company size, stage, or funding

• Exaggerating role scope or seniority

• Using vague or misleading job titles

Best practice: verify role details with the client before reaching out, and ask the client when you're unsure. See Writing Effective Outreach for more on candidate-facing messaging.

Candidate management

Quality submissions

Every submission you make represents you and Paraform to the client. Submitting unqualified or poorly vetted candidates erodes client trust quickly.

Before submitting a candidate, make sure:

• They meet all the required qualifications in the role description.

• You've completed all screening questions thoroughly.

• The candidate understands the role, company, and compensation.

• The candidate has confirmed genuine interest in the opportunity.

Never:

• Submit candidates without their consent

• Use fake candidate profiles

• Mass-submit without proper screening

For more on what hiring managers look for and how to keep your submission quality up, see Maintaining Proper Quality on Paraform and Submitting Your First Candidate.

Candidate preparation and support

Submitting a candidate is the start, not the end. Successful placements require ongoing support across the interview process:

• Prep candidates with company background and role context before each stage

• Check in between interview stages

• Support the candidate through the offer and closing process

If a candidate has a poor experience because of how they were prepared or supported, that reflects on you and can result in penalties.

Platform integrity

When you work with a client through Paraform, you have access to confidential information — hiring needs, team structure, candidate feedback, internal context. This information stays inside the context of the role you're working on. Don't share it externally, don't use it for other clients, and don't use it after you've stopped recruiting for that role.

Consequences

Breaking these ground rules can result in:

• Immediate suspension or termination of your Paraform account

• Forfeiture of any unpaid payments

• Loss of standing in the Paraform marketplace, including reduced approvals, rescinded role access, and reputational damage with hiring managers

We want every recruiter on Paraform to succeed long-term. The rules above are what makes that possible for everyone.