Frequently Asked Questions

VouchMe is a trust infrastructure platform that lets candidates collect verified, structured references from former managers or colleagues and store them as reusable records. Instead of coordinating a live call or email sequence for every job application, referees respond once, and candidates can share the record on demand.

Yes. Candidates can request, track, and bank their first two completed vouches completely free. Referees are never charged. Recruiters can request access and read references using our standard 6-question set for free, or upgrade to Recruiter Pro when they require custom question templates and callback calendar integration.

Once a referee completes your vouch, you can share it using a secure access code or direct sharing link. Recruiters visit the link and submit a request to unlock the full record. Access is only released when your referee explicitly approves the recruiter's request.

Referees retain absolute control over the data they provide. When a recruiter requests access to a vouch, VouchMe sends an authorization notification to the referee. The referee reviews the recruiter's company, name, and intent, and can approve or decline the release. They can also soft-revoke a vouch at any time to immediately end all active access.

LinkedIn recommendations are public, static testimonials displayed openly on your profile. VouchMe references are private, structured, and auditable records. They contain specific details (role context, relationship descriptions, and optionally verbal audio responses) and are only released to approved recruiters under time-limited access rules.

Referees can record short audio answers directly inside VouchMe instead of typing out long paragraphs. These verbal vouches preserve tone, sincerity, and detail that text summaries or phone notes cannot replicate. The total recording time is capped at 10 minutes to keep completions fast and efficient.

When a referee approves a recruiter's access request, the reference details are unlocked for a strict 30-day window. Once that period expires, the access token is invalidated, and the recruiter can no longer view the source content unless they request access again and obtain referee consent.