Talent Partner Method
How the best Talent Partners succeed on TechTree
This page explains how to work effectively on TechTree — not in theory, but in practice.
TechTree is not a traditional agency model. The Talent Partners who earn the most follow a clear method.
The core idea
Your leverage on TechTree comes from focus, not volume.
The best Talent Partners:
Work on a small number of relevant roles
Engage candidates with context and intent
Let TechTree handle delivery, admin, and clients
Think of TechTree as:
Your ATS, delivery team, and account manager — combined.
Step 1: Pick the right roles
Not every role is worth your time.
High-performing Talent Partners:
Choose roles aligned to their geography or network
Avoid “nice to have” or exploratory roles
Focus on roles with clear hiring urgency
Rule of thumb: If you can’t explain why a candidate should care in one sentence, skip the role.
Step 2: Choose your engagement model
You don’t need to do everything.
Most successful Talent Partners pick one primary mode and optionally stack others.
Option A: Automated outreach (most passive)
AI handles sourcing and messaging
You focus on replies and interest
Lowest time investment
Best for consistent, long-term income
Option B: Manual referrals (highest upside)
You submit candidates you already know
High trust, high intent
Highest fee per hire
Lower volume, higher quality
Option C: Screening interviews (stackable)
Adds value on senior or complex roles
Improves client confidence
Increases your share per hire
You can mix models — but clarity beats complexity.
Step 3: Engage candidates like a human
TechTree does not reward spam.
What works:
Honest role context
Clear expectations
Short, respectful messages
Fast replies to interest
What doesn’t:
Over-selling
Withholding company names
Mass messaging without relevance
Your reputation is your asset. Protect it.
Step 4: Qualify interest, don’t oversell
Your role is not to close the hire.
Your role is to:
Confirm genuine interest
Validate high-level fit
Surface deal-breakers early
Once a candidate is engaged:
TechTree takes over the process
You stay informed but not burdened
Step 5: Submit clean, high-signal candidates
Strong submissions:
Have confirmed interest
Include accurate CVs or profiles
Are aligned to the role requirements
Don’t require re-qualification
Weak submissions slow everyone down — including you.
Step 6: Use the dashboard as your control centre
Top Talent Partners:
Check the dashboard 1–2 times per week
Track interest and submissions
Focus on candidates needing action
Ignore vanity metrics
If something looks unclear:
Pause
Ask
Flag it early
Step 7: Let the system work
Once a candidate is submitted:
Don’t chase the client
Don’t duplicate communication
Don’t manage interviews independently
TechTree is designed to:
Protect ownership
Prevent duplication
Handle delivery
Trust the system — and escalate if something breaks.
What “good” looks like
High-performing Talent Partners typically:
Spend 1–3 hours per week
Work on 2–5 active roles
Submit fewer, better candidates
Build repeat income over time
This is a marathon, not a sprint.
What we optimise for
TechTree is built to reward:
Quality over volume
Transparency over tactics
Long-term collaboration over short-term wins
If you focus on:
Relevant roles + real candidates + clean submissions the platform will do the rest.
Final note
You’re not competing with other Talent Partners. You’re collaborating inside a system designed for fairness.
If something feels off:
Stop
Ask
Give feedback
Silence breaks trust. Feedback builds the product.
Last updated