For employers
Screening is the cost. We already did it.
A growing business should not need enterprise recruitment infrastructure to make one good remote hire. Chito hands you a short register instead of an inbox: every professional on it has been screened on competence, verified against a published operating standard and certified on remote practice before you meet them. You browse free, choose the people you want, and pay once.
How it runs
Browse free
No account, no seat fee, no sales call before you can see anything. Filter on discipline, rate band, time zone overlap, availability and engagement type.
Request the introduction
Pay the flat introduction fee, confirmed to you before anything is charged. This is the point at which you commit, and it is the only payment Chito ever asks you for.
We check you, then open the channel
A coordinator confirms your business is real and that you represent it, confirms the candidate is still available, then opens the channel on WhatsApp or email with both of you present and their full profile released.
You contract directly
Interview, negotiate and sign on your own terms. Chito is not a party to the agreement, does not take a share of the salary and does not sit between you afterwards.
What it costs
One flat introduction fee, quoted per candidate
There is a single once-off fee to open an introduction, and it is confirmed to you in writing before anything is charged. It is not a percentage, it is not a subscription, and it is never repeated on the same person.
What is never charged
- No subscription or seat fee to browse the candidates
- No percentage of salary, ever
- No fee on renewal, extension or a second contract with the same person
- No share of the candidate's earnings, to us or to anyone
Priority sourcing
If the register does not currently hold what you need, commission a search. A flat mandate buys a coordinator working your specific requirement for fourteen days, including recruiting, certifying and verifying new candidates against it. The mandate is quoted on request.
If nothing verified is presented in fourteen days the mandate carries forward. It is not refunded and it does not expire.
Know exactly who you want?
Browsing suits an employer who wants to see what is available. It suits nobody who arrives already certain. If you can describe the exact person you are after - the discipline, the specific skills, the hours, the overlap, the kind of business they will be working in - say so directly and a coordinator hunts for them, on the register and off it.
Free, no registration
New to hiring remotely?
The Chito Employer Playbook is a practical operating guide for small businesses hiring and managing their first remote professional - outcomes rather than online presence, a one-page working agreement, the first five days, a weekly rhythm, security minimums and the warning signs to watch for.
The replacement guarantee
You pay before you make contact, which is the hardest thing this platform asks of you. So the risk is answered directly rather than argued away.
If an introduction fails for reasons on our side of the line - the candidate is unreachable inside three business days, is no longer available, or the verified infrastructure turns out to have been misrepresented - you receive a second introduction at no charge. Not a refund. A replacement.
Every claim made against this guarantee is treated as a report on a badge that should not have been issued, and it is investigated as one. That is why the guarantee exists in this form: it costs us coordinator time rather than cash, and it makes the standard self-policing.
Request an introduction
Select the candidates you want from the register and they carry straight through to this request. We confirm availability, check your business and come back with what each introduction costs. Nothing is charged until you have confirmed you want to proceed. Not sure who you need yet? Tick the box and we will help you shortlist.
What Chito is not, so you can plan around it
Not an employer of record
We do not employ the candidate, so we cannot carry their employment, benefits or termination in their country. If you need employment rather than a contractor relationship, you need an EOR and we will say so.
Not a payroll rail
We do not move salaries, hold funds, run escrow or handle any cross-border tax. You pay the candidate directly, by whatever means the two of you agree.
Not a monitoring tool
No time tracking, no keystroke logging, no screenshots. If your management model depends on watching somebody work, this is the wrong platform and probably the wrong hire.