Frequently Asked Questions

For candidates, the $9.95 fee is charged at the beginning of each 6-month period (less than $1.70/month). For employers and recruiters, $99 per seat is charged monthly. Each seat includes 10 free candidate profile unlocks every month (resets each billing cycle). Additional unlocks are $12 each in rollover packs.

No. Vetta's pricing is simple: a flat monthly seat rate plus optional per-candidate unlock packs. There are no contingent recruiting fees or percentage-of-salary commissions.

No. Reviewing blinded candidate cards and match explanations is unlimited and included with your seat. You only use an unlock when you choose to view full candidate contact details and resumes. Each $99/month seat includes 10 free unlocks per month. Additional unlock packs ($12/unlock) never expire and roll over indefinitely.

Unlocking a candidate gives you permanent, full access to that candidate's name, email, phone number, LinkedIn profile, full resume, and complete STAR story records across all jobs in your employer account.

Yes. You can cancel at any time from your account settings. You will retain full access to your seat, active jobs, and unlocked candidates until the end of your active billing period.

Yes. We offer custom pricing for larger teams and high-volume agency hiring. Contact us to learn more.

Yes. Every monthly seat includes 10 candidate profile unlocks, and any additional purchased unlock packs ($12/unlock) roll over indefinitely and pool across your entire company account. Furthermore, unlocking a candidate once grants permanent profile access across all current and future job postings in your organization with zero extra unlock fees.

$9.95 every 6 months (less than $1.70 per month), which covers automated resume parsing into STAR stories, full access to the 6-tool AI Career Suite, and unlimited problem matching.

Not right away. We show an anonymous, skills-based profile first. Employers only see your full name, resume, and direct contact info if they choose to unlock your profile for an interview.

Yes. Vetta features Company Exclusions, allowing candidates to explicitly exclude current employers, previous companies, or competitors from seeing their profile. Your identity and contact details remain completely blinded until mutual interest is confirmed, giving you total peace of mind.

Hard-Gate Salary Filtering automatically excludes any job requisition where an employer's maximum budget falls below your stated minimum compensation baseline. You never waste five hours interviewing for a role that cannot meet your salary floor.

Active Pool Verification is a weekly check-in mechanism that confirms your active job-seeking status. Inactive profiles temporarily pause from matching rotation until you re-engage, protecting both candidates and employers from stale listings and recruiter ghosting.

We focus on the problems you have actually solved, not just job titles or buzzwords. Vetta uses AI outcome matching to connect your STAR stories and real experience directly to employers' specific challenges.

When you upload your resume, our AI automatically extracts initial STAR drafts. You can refine them in 10 to 20 minutes using the built-in AI STAR Coach Assistant.

We recommend starting with at least 5 to 7 STAR stories. The sweet spot is 10 to 15, especially if you are exploring multifaceted roles. More verified outcomes mean higher matching signal.

No applications needed. Vetta continuously brings aligned opportunities to you based on what you have built and delivered.

That is exactly who Vetta is built for. We highlight your transferable skills and problem-solving ability, not just your tenure or previous company names.

It is a quick, optional check using a government ID and selfie powered by Stripe Identity. It takes about two minutes. When complete, your profile shows a green Verified Candidate badge. 7 out of 9 employers say they choose verified candidates first, so it helps you get noticed faster.

No. Stripe handles the verification on their encrypted infrastructure. Vetta never stores your ID documents or photos, and employers only see the verified badge.

No. You are never rejected or filtered out by an automated algorithm. On Vetta, you opt into a weekly active candidate pool rather than submitting an application to a specific requisition. Under NYC Department of Consumer and Worker Protection (DCWP) guidance for Local Law 144, searching opted-in pools is classified as sourcing and outreach, not automated employment decision-making. Matching algorithms only serve to introduce your proven STAR achievements to hiring teams; 100% of evaluation and interview decisions are made by human hiring managers.

Traditional interviews often suffer from gut feel, personal affinity, or random trivia questions. Vetta automatically creates structured evaluation scorecards based directly on the employer's real operational challenges. Interviewers evaluate you against explicit behavioral anchors, must provide written justification for decisive ratings, and cannot view their colleagues' scores beforehand, ensuring you are assessed objectively on your problem-solving capabilities.

Dual-Layer Job Architecture is a hiring framework developed by Vetta that separates an open requisition into public details (job title, compensation range, department) and a confidential problem statement (tactical blockers, root causes, measurable target outcomes). This ensures employers hire for specific operational problems rather than generic credentials, while keeping internal business challenges secure.

Voluntary candidate demographic self-identification is captured in an isolated compliance vault, completely separated from evaluation and interviewing screens. Once a requisition closes, account administrators can export an audit-ready compliance CSV report with one click, delivering complete HR audit readiness without manual spreadsheet preparation.

Vetta is architected to operate fully within statutory exemptions established by the NYC Department of Consumer and Worker Protection (DCWP) under Local Law 144 of 2021:

• Opted-In Talent Pools Treated as Resume Banks (DCWP FAQ Section I, Q6): Searching an existing database or talent pool to identify professionals to contact is classified under city rules as scanning a resume bank. Because candidates opt into a weekly pool rather than submitting applications for a specific requisition, they do not meet the legal definition of an employment candidate.
• Sourcing and Outreach Excluded: The law explicitly excludes scanning candidate data to conduct outreach or invite applications from AEDT bias audit and 10-business-day notice mandates.
• Human-in-the-Loop Discretion: Matching curates an outreach pool without making screening-out or hiring decisions. Employers retain 100% human discretion.
• Audit-Ready Compliance Tools: For enterprise governance, Vetta captures voluntary demographic data in an isolated vault, enabling 1-click EEOC and adverse impact CSV reports upon requisition closure.

Yes. Vetta features Pull-Only ATS Integration with Greenhouse, Lever, and Ashby, importing open requisitions in seconds. Under our strict Candidate Protection Policy, candidate profiles are never exported into legacy ATS scrapers. Once an offer is accepted, hired candidates transition directly to payroll platforms such as Rippling, Gusto, Deel, or BambooHR.

We use verified problem criteria and explainable AI to surface only candidates who have solved similar problems in comparable contexts.

Each profile highlights real, verifiable outcomes through structured STAR statements. You see what they built, the technical constraints they managed, and why it applies to your exact role.

It means the candidate completed an ID and selfie verification through Stripe Identity. Public job boards are full of bots, spam, and fake applicants. With Stripe Identity, you know you are interviewing a real person with genuine experience before you schedule a call.

Verification is optional for candidates, but 7 out of 9 employers say they prefer interviewing verified candidates. You can spot them right away by the green shield badge on match cards and candidate profiles.

Yes. You can enter structured problem parameters directly, or simply upload any standard PDF/DOCX job description. Our AI automatically extracts the core problem, root causes, and target success metrics.

Yes. Many employers use our problem statement format for internal alignment and headcount justification with finance and leadership teams.

Only you and your team. Problem statements are confidential and never exposed publicly. Candidates only see relevant challenge context.

Candidates set their weekly interview availability in Vetta. When you unlock a candidate, you can select an open slot from their calendar to book an interview directly, complete with integrated video links.

Instead of requiring hiring teams to invent rubrics from scratch, Vetta automatically generates structured evaluation scorecards directly from your confidential problem statement. Each scorecard includes 3–5 technical and 2–3 execution competencies with behavioral anchors defining performance from unacceptable to exceptional. To eliminate bias and groupthink, evaluations feature a 4-point forced-choice scale (no neutral fence-sitting), mandatory evidence collection for decisive ratings, sequence-aware blind feedback locks, magic-link guest evaluator access for peer engineers, and automated debrief synthesis that highlights team consensus and divergence.

Job boards monetize posting and scrolling volume. Vetta is an outcome marketplace: you define problems, review explainable shortlists, and pay only flat SaaS fees with $0 hiring commissions.

Because it works. STAR (Situation, Task, Action, Result) communicates verifiable impact, which predicts future job performance far better than titles or keyword density.

No. We use AI to surface the right people based on capability, not reject them. Our goal is to highlight overlooked talent, not filter it out.

No. Under NYC DCWP Local Law 144 guidance, tools used to scan talent networks, conduct candidate outreach, or invite applications are exempt from AEDT bias audit and pre-use notice requirements. Because candidates opt into weekly cohorts rather than applying for specific job requisitions, Vetta functions as an objective sourcing and introduction network. Crucially, human hiring managers make all evaluation, unlock, and interview decisions, ensuring human discretion is never replaced by an automated algorithm.

There is none. We are building a two-sided marketplace that works for everyone: candidates get evaluated on merit, and companies hire for outcomes without agency markups.

Yes. We use industry-standard encryption and privacy protocols. We never sell your data, and your full identity is only shared when mutual interest is established.

Absolutely. You can delete your account at any time. Your data will be permanently removed from our system.

Never. Only blinded, anonymized profiles are shown initially. Full contact details are only unlocked when an employer expresses interest.