How it works
Two sides, one introduction
Chito runs in one direction only: candidates are filtered, verified and certified before they are ever seen, and employers meet them one at a time through a person. This is the whole of it, both halves on one page, with nothing held back for a sales call.
What we hold both sides to
Learn to swim. Then be given water worth swimming in.
What we say to candidates
If you cannot swim, go and learn.
Nobody gets onto this register by wanting the work. They get on by proving they can already do it - qualification, real history, live infrastructure and a certification examined at eighty per cent. We do not teach anybody their trade and we do not soften the gate for anybody. Half of first calls do not pass, and that is the product.
What we say to employers
We are handing you people who can swim. Give them water they can swim in.
Not superhuman - competent, checked and ready. What we ask in return is the half we cannot do for you: a clear outcome, the access they need to reach it, and a manager who watches the work rather than the chair. A good swimmer still drowns in a bad pool, and when that happens it was never a talent problem.
The long version of the employer half is the Chito Employer Playbook - free, no registration, and the reason a strong remote professional can still fail under a weak remote manager.
A candidate is put through three gates before anybody sees them. An employer browses what came out the other side, free, and pays once to meet one person. Chito introduces and stops there - it does not employ, does not run payroll, does not hold funds and does not monitor anybody's work.
The supply side
If you are a candidate
Six steps, one cost, no share of your earnings at any point.
1. Apply
A short form. Free, and open to anybody in the four disciplines who already does the work. This is not where you learn a trade.
2. Clear the competence gate
Documented qualification, verifiable work history and a structured conversation on your own discipline with a coordinator. Roughly half of first calls do not pass.
3. Clear the Uptime Verification
Machine, power, two lines on two carriers and a room you can take a client call in, demonstrated live and stamped with the date. Free.
4. Certify on remote practice
The Chito Remote Certification, a small fee, charged only once the verification call is passed. Communicate, Operate, Deliver, and a twenty-five question examination at eighty per cent.
5. Go on the register
Pseudonymously. Your discipline, rate band, overlap and badge are published. Your name, CV, number and email are not, and are released only when one employer pays for one introduction.
6. Say what you want, and watch the demand
Tell a coordinator the kind of business, country and shape of work you are after, and choose from the open roles directly. You are then found rather than applying.
The demand side
If you are an employer
Six steps, one flat fee, charged only when you say go.
1. Browse the register
Free, no account, no subscription and no seat fee. Every listing you can see has already cleared all three gates - there is nothing unverified on the board to sift out.
2. Select who you want
Choose candidates as you read. Your selection rides with you and carries into the request, so you are never rebuilding a shortlist from memory.
3. Or post what you cannot find
If the register does not hold it today, post the role or describe the exact person you are after. Posting is free and a coordinator recruits against it.
4. Request the introduction
We confirm the candidate is still available and still wants it, check your business, and come back in writing with what the introduction costs. Nothing is charged before you agree.
5. Meet the person
Name, contact details, CV and video introduction released to you, once. From that point you speak to them directly.
6. Contract them yourself
You and the candidate sign your own agreement, on your own terms, and you pay them directly. Chito is not a party to it and takes no share of it, ever.
Where the two tracks meet
The introduction is the only place the sides touch
Everything before it is preparation, and it happens apart. The introduction itself is opened by a named coordinator, by hand, within one business day.
The employer asks
For a specific candidate, or for help shortlisting against what they have described.
The coordinator checks both ends
The candidate still wants it; the employer is a real business, with the fee confirmed in writing.
The channel opens, both present
Details released to that one employer, that one time. From there they contract directly.
If it fails on our side - unreachable in three business days, no longer available, or infrastructure misrepresented - a second introduction follows free. The replacement guarantee →
Why Chito exists
It came out of a hiring room, not a report
Interviewing in Gaborone, a candidate arrived for a vacancy that turned out not to be the one they were suited to. The conventional answer is to reject and move on. Instead they were introduced to a client in another country, they clicked, and they started work that same afternoon.
Talent can turn up in the wrong queue. A person can be wrong for the vacancy in front of them and exactly right for an employer a thousand kilometres away. What is usually missing is not training - it is discovery, verification, trust and matching. That is the whole of what Chito does. The longer story →
The three gates, in one place
Clear all three and a listing carries Chito Verified. Clear two and it does not go on the register at all.
Gate one - Competence
Documented qualification, verifiable work history and a structured conversation on the candidate's own discipline with a coordinator. Checked before anything else, because nothing after it is worth doing if this fails.
Gate two - Uptime
Machine, power, lines and room, demonstrated live to a named coordinator and stamped with the date. It is re-checked without warning and the badge lapses on its own. The standard →
Gate three - Remote readiness
The Chito Remote Certification, examined and passed at eighty per cent. The part nobody was ever taught, and the part that ends engagements in the first fortnight. What it covers →
What Chito is not, on both sides
Not an employer
Chito does not employ the candidate, carry their benefits or terminate them. If you need employment rather than a contractor relationship, you need an employer of record, and we will tell you so.
Not a payroll rail
No salaries moved, no funds held, no escrow and no cross-border tax. The employer pays the candidate directly, and no share of a candidate's earnings is ever taken.
Not a monitoring tool
No time tracking, no keystroke logging and no screenshots. If a management model depends on watching somebody work, this is the wrong platform and probably the wrong hire.