Choosing a Bulletproof IP tier when you recruit

Take the lifetime tier first, then look at the tier above it. The difference is not more address, it is more time: the second tier adds six months of cover on top of the platform, and the third adds twelve. So the honest question is how long a sourcing campaign will run before you outgrow the role or the region.

Read each line against your own calendar. A search for a niche engineer in one city might close in weeks; a standing brief for a hard-to-fill role can run for a year. Match the cover period to that span rather than to the number of candidates you expect to contact.

The credentials come with the address, and remote desktop access is included, so whoever holds the plan can work from it directly. Before you compare tiers, write down which specialism and which country you are targeting, because that decides whether the plan earns its place at all.

For most recruiters, the middle tier is the natural first order. It gives you the platform plus six months of cover, which covers a campaign from intake to placement in many roles. You are not committing to a full year on a specialism you have not yet tested.

If you already run a permanent desk in one region and expect the same searches to continue, the twelve month tier removes the mid-year decision. If you want the address without a renewal date in the diary, the lifetime option is the one that carries no end date at all.

Whichever you choose, ask whether the address you need can be replaced during the term. That matters when a country's assignment stops serving the sites you use for a given market, and it is the flexibility that makes the term tiers usable rather than fixed.

The thing to check before paying is availability. Addresses are held by country, and stock shifts, so the market you recruit for may not be available at the moment you order. Confirm that first, because everything else on the page assumes the location exists.

The second is scope. This gives you an address and the credentials to it; it does not restore an account that a platform has already restricted. If your search depends on a profile that is blocked, the plan will not change that, and the tier you pick will not alter it either.

The third is administration. Two of the three tiers run to an end date and renew, so someone must own that date and check it before it passes. A lapse in the middle of a live brief is a practical problem, and a shared plan needs a named owner rather than a reminder nobody reads.

Compare the platform-only entry with the six month tier. The entry tier gives you the platform without a term, and six months adds a defined window of cover. If your sourcing work is continuous, the added period changes little; if it is project-shaped, the window matches how you actually bill.

Then compare six months with twelve. For a recruiter, this is a volume and continuity question: a desk that fills the same roles repeatedly will get through twelve months without pausing, while a specialist who moves between markets may prefer to re-decide after six.

Finally, hold both term tiers against the lifetime option. The lifetime plan suits a recruiter who wants the address settled and does not want a renewal date tied to it. None of the three differ in what they will not do: an account already restricted stays restricted. The difference is only the calendar.