Choosing between the two levels when you source candidates

The number to settle on is not how many candidates a database holds, because a stale count tells you nothing about a live search. What matters is how many guided sessions you would run in a month and whether the learner level covers them. Ask that before you read any price.

When you hand over a brief, the product returns options with live prices you can compare on the spot. For a recruiter working one specialism, that means a shortlist you can check against real availability rather than a list of names that may have moved. You judge the tier by the work you would delegate, not by volume.

Sessions are recorded with replay, so a shortlist is not a one-off result. You can go back through how a search was built and repeat the method for the next role. That record is the figure worth weighing: how much of your sourcing routine the assistant can take on without you rebuilding it each time.

At the learner level, picture yourself sitting with the assistant through a live brief. You set the role and location, it returns options with live prices, and you switch between four modes mid-session as the search changes shape. The session is recorded, so you can replay the path later when a similar role comes in.

The certified level sits above that in the lifetime pair. Read the tier names as a description of scope rather than a count of searches or seats, and check the published table for what each one includes before you commit. The difference is the depth of guided work you can lean on.

Both levels run through accounts you already hold, and you log in yourself. Neither level turns the assistant into a candidate database it does not have. What you are buying is guided help with the searching and checking you already do, not a replacement for your own judgement about who fits a role.

Underneath the tier question is a simpler one: where does your sourcing time actually go? If it goes on building search strings and checking availability for a narrow specialism, a guided session that returns live options and a replay you can reuse addresses that directly. If it goes on phone calls and negotiation, the assistant helps less.

The objection about stale databases is fair, and it is worth being precise about it. This product does not supply a pool of candidates. It helps you run a search, compare live options, and keep the finished run as a lesson. The freshness comes from the brief being run now rather than from a stored index.

So the question becomes whether you want help running and repeating a process, or a larger list to work through. For one specialism and a steady flow of similar roles, the replay and saved lessons do more for you than any extra rows. Answer that honestly before you look at the price table.

Moving up a level changes the scope of guided work available to you, not the number of candidates you can see. Before you pay the difference, list the recurring searches in your specialism and ask which of them you would genuinely hand to the assistant. If the list is short, the lower level is likely enough.

A certified track tends to matter when you want the saved lessons and replays to carry more weight across a team, or when your briefs are complex enough that you want deeper help structuring them. Check the published table for exactly what sits in each level rather than assuming from the names.

You still log in to your own accounts, and the assistant never enters card or identity details. That keeps payment and verification with you, which is the right split when you are handling candidate information. Read the level descriptions against your own workflow, then decide whether the step up is worth it.