Two lifetime tiers, weighed against a recruiter's week

Payment settles once. You are buying a lifetime tier, not a monthly seat, so the figure you see in the brief is the figure you commit rather than a recurring line. That suits a recruiter who hires in bursts and would rather not carry a subscription through quiet months.

The brief you request lists the options beside live prices, so you can compare the two tiers in one place before deciding. Nothing is hidden behind a sales call. Ask for the brief, read the tier descriptions against your own workflow, and judge whether the guided track matches the searches you actually run.

Because the product works inside accounts you already hold, part of the cost sits outside the tier itself. Your existing tools, logins and permissions carry the sessions. Budget for the tier, then check what you already pay for sourcing access, because the assistant does not replace that access.

Between Learner and Certified, the question is scope rather than volume. A lifetime tier describes how much guided work the assistant will carry with you, so read the tier notes against the searches you run most often, not against a count of candidates or seats.

Four modes can be switched mid-session, which matters when a search moves from learning a specialism to drafting outreach. A recorded session can be replayed, so a colleague can follow the same steps later. Finished runs can be saved as lessons, which gives you a reusable trail for a narrow role.

The higher tier is worth weighing when your sourcing repeats across similar briefs and you want the guided track to carry more of that repetition. The lower tier suits a recruiter testing whether the assistant fits before committing further. Neither tier changes the limits described below.

Stale databases are the objection you raised, and the product answers it by working live inside your own accounts rather than selling you a stored pool. That distinction matters: you are paying for guidance through your own access, not for a candidate list that ages between searches.

The hesitation is still fair. A lifetime tier is a commitment made before you have seen the assistant work on your specialism. Request the brief, check the tier notes, and run a narrow search through the modes to see whether the guidance fits how you shortlist.

Where the doubt should stay is around completion. A run may not finish, so you read the output before it informs outreach. The tier buys you a working method and a saved record of it, not a guaranteed result on every search.

Start with the searches you repeat. If your week is a handful of narrow briefs where you already know the market, the lower tier is a reasonable place to test fit. If you want the guided track to carry more of the routine and to build saved lessons you return to, the Certified tier is the one to compare against it.

Read both tier descriptions in the brief rather than assuming the higher one is the default. The difference is scope of guided work, not a bigger pool of candidates. Match that scope to how much of your sourcing you would hand over in a normal month.

Then check the practical side. Confirm you have the accounts and permissions the sessions need, and confirm who on your team will run them. A tier only earns its cost when the person using it can work inside the access it needs.