Avoko.com Review

Based on looking at the website, Avoko.com appears to be a legitimate platform focused on employee referral for recruitment.

The site clearly outlines its purpose: to help companies build teams by leveraging the trusted networks of their current employees, offering cash rewards for successful referrals.

While the concept of employee referrals is sound and often effective, a thorough review reveals some areas that could be strengthened for trust and transparency.

Overall Review Summary:

• Purpose: Employee referral platform for recruitment.
• Target Audience: Job Seekers, Employers, and Individuals looking to earn cash rewards through referrals.
• Key Functionality: Facilitates sharing job vacancies within employee networks and provides incentives for referrals.
• Transparency: Decent, with dedicated pages for FAQs, Terms, and Privacy Policy.
• Clarity: Website clearly explains “How It Works” for both employers and associates.
• Monetization: Offers both free and upgrade options for companies, and cash rewards for referrers.
• Missing Elements for Full Trust: Lack of clear physical address, prominent leadership team details, and detailed case studies with verifiable outcomes.

The platform’s mission to build trust within teams through employee networks is a compelling one, aligning with best practices in hiring that prioritize quality and retention.

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By incentivizing employees to refer high-performers, Avoko aims to reduce hiring costs and time-to-hire for companies, while providing a unique earning opportunity for individuals.

However, for a platform dealing with career opportunities and financial incentives, a higher degree of verifiable transparency and robust community feedback mechanisms would significantly enhance its credibility and user trust.

The absence of a clear physical address, specific leadership profiles, or detailed client testimonials on the homepage might raise questions for users seeking maximum assurance.

Best Alternatives for Ethical and Effective Recruitment & Networking:

1. LinkedIn

   • Key Features: Professional networking, job search, company pages, skill endorsements, direct messaging, content sharing.
   • Price: Free for basic features. Premium subscriptions offer advanced job insights, InMail credits, and learning courses various tiers, e.g., Premium Career at ~$29.99/month.
   • Pros: World’s largest professional network, highly reputable, excellent for direct applications and networking, strong company profiles.
   • Cons: Can be overwhelming with notifications, premium features can be costly.

2. Indeed

   • Key Features: Vast job board, resume builder, company reviews, salary tools, mobile app, employer dashboard for posting jobs.
   • Price: Free for job seekers. employers pay to sponsor job posts pay-per-click model, e.g., starting from $15/day.
   • Pros: Massive database of jobs, easy application process, widely recognized and trusted.
   • Cons: Can be saturated with applicants for popular roles, some listings may be outdated.

3. Glassdoor

   • Key Features: Company reviews, salary reports, interview questions, job listings, CEO approval ratings.
   • Price: Free for job seekers. employers pay for enhanced company profiles and analytics e.g., various tiers, contact for pricing.
   • Pros: Provides candid insights into company culture and compensation, helpful for research before applying.
   • Cons: Reviews are subjective and can be biased, job listings sometimes redirect to other sites.

4. AngelList Talent Wellfound

   • Key Features: Specializes in startup jobs, direct communication with founders, salary transparency, remote work options.
   • Price: Free for job seekers. employers pay for premium features like applicant tracking and recruiter tools e.g., plans starting from $299/month.
   • Pros: Ideal for tech and startup roles, often provides equity options, direct access to decision-makers.
   • Cons: Primarily focused on startups, fewer traditional corporate roles.

5. Built In

   • Key Features: City-specific tech job boards e.g., Built In NYC, Built In Chicago, company profiles, tech news and insights.
   • Price: Free for job seekers. employers pay for job postings and branding e.g., contact for pricing.
   • Pros: Highly localized for tech jobs,s into company culture within specific tech hubs, strong community focus.
   • Cons: Niche focus, not suitable for all industries or locations.

6. The Ladders

   • Key Features: Focus on high-paying jobs $100K+, resume review, career advice, executive roles.
   • Price: Free for basic access. Premium membership offers exclusive jobs and tools e.g., ~$29.99/month.
   • Pros: Curated for senior and executive roles, less competition for high-level positions.
   • Cons: Subscription required for full access, limited to specific salary ranges.

7. Remote.co

   • Key Features: Curated list of remote jobs across various industries, resources for remote work best practices.
   • Price: Free for job seekers. employers pay for job postings e.g., $299 for a single post.
   • Pros: Dedicated to remote opportunities, high-quality listings, helpful articles on remote work.
   • Cons: Only lists remote jobs, may have fewer listings than general job boards.

Find detailed reviews on Trustpilot, Reddit, and BBB.org, for software products you can also check Producthunt.

IMPORTANT: We have not personally tested this company’s services. This review is based solely on information provided by the company on their website. For independent, verified user experiences, please refer to trusted sources such as Trustpilot, Reddit, and BBB.org.

Avoko.com Review & First Look

Avoko.com presents itself as a platform designed to revolutionize the traditional hiring process by leveraging employee referral networks.

From the outset, the website emphasizes trust and efficiency, stating its mission is “simple.

We help companies build teams where everyone trusts one another, because everyone knows one another.” This immediate focus on trust is a strong opening, particularly in an era where talent acquisition is increasingly challenging.

The homepage clearly delineates its offerings for “Job Seekers” and “Employers,” indicating a dual-sided marketplace approach.

The aesthetic of the website is clean and modern, with a user-friendly layout that guides visitors through its core proposition. Neetlibrary.com Review

Navigation is intuitive, with clear links to “Pricing,” “The App,” “Insights,” “FAQs,” and essential legal documents like “Terms and Conditions” and “Privacy Policy.” This accessibility to foundational information is a positive sign, as it indicates a degree of transparency that builds initial trust.

The use of concise, benefit-oriented language throughout the homepage, such as “Your Employees Will Love” and “generous cash rewards,” aims to quickly convey value to both companies and individuals.

However, for a platform handling sensitive employment data and financial incentives, a deeper dive into the company’s background and leadership would further solidify its credibility.

Initial Impressions on Trustworthiness

Upon first glance, Avoko.com appears to be a legitimate operation.

The presence of dedicated pages for legal documentation Terms and Conditions, Privacy Policy is a standard practice for reputable online services and provides a baseline level of assurance. Goldshell.tech Review

The “About” page, while present, offers a brief overview of the company’s philosophy rather than detailed insights into its founding team, history, or physical location.

This lack of a prominent “About Us” section with team photos, bios, or a physical address on the homepage is a common area where trust can be built or lost.

While some companies prefer a more minimalist approach, for a platform facilitating significant professional connections and financial transactions, more background could be beneficial.

Target Audience & Value Proposition

Avoko effectively communicates its value propositions to two primary audiences:

• Employers: The platform promises a “40% increase in referrals hired,” “25% cost saving per hire,” and a “20% quicker time-to-hire.” These statistics, while compelling, would benefit from being linked to verifiable case studies or reports from named companies, which are currently not prominently displayed on the homepage. The focus on ROI Return on Investment and quality of hire 90% of managers prefer referrals for quality directly addresses key pain points for hiring managers.
• Job Seekers/Avoko Associates: Individuals are incentivized with “generous cash rewards” for recommending people in their network. The “no monthly fees or commission to pay” for associates is a clear draw, emphasizing a straightforward earning model. This aspect makes the platform appealing to those looking to leverage their professional network for additional income, offering a unique twist on traditional passive income streams.

How Avoko.com Works: A Deep Dive

Avoko’s operational model is designed to be straightforward and efficient, bridging the gap between companies seeking talent and individuals who know potential candidates. 360logistic-sol.com Review

The website clearly outlines a three-step process: “Your Employees…,” “Referred Candidates…,” and “Applicants….” This linear explanation helps users quickly grasp the mechanics of the platform.

The core idea revolves around empowering existing employees to become active participants in their company’s recruitment efforts, extending the reach of job vacancies far beyond traditional job boards.

The Employee’s Journey with Avoko

The process begins with “Your Employees… receive the vacancy to their Avoko app.” This highlights the central role of the dedicated mobile application in the Avoko ecosystem.

Employees then “forward the vacancy to high-performers in their networks who fit the company culture.” This critical step underscores Avoko’s emphasis on cultural fit and quality referrals, leveraging the implicit trust within personal and professional connections.

The app’s functionality seems to simplify this sharing process, allowing employees to easily disseminate job opportunities to their trusted contacts. Autobarnnissan.com Review

The promise of “generous cash rewards” acts as a powerful incentive, transforming employees into active recruitment partners.

The Candidate’s Experience

Once a vacancy is forwarded, “Referred Candidates… receive a link to the vacancy.” This direct link streamlines the application process, ensuring that candidates can easily access the job details.

An interesting feature is that referred candidates can either “Apply, or forward the vacancy to high-performers in their own networks.” This viral loop mechanism is ingenious.

It extends the referral chain, potentially reaching high-quality candidates through multiple degrees of separation.

This “who do they know & trust?” philosophy is what Avoko claims makes its reach “massive” compared to traditional methods. Accountsreceivable.com Review

The Applicant & Employer Interface

Finally, “Applicants… are instantly forwarded to your ATS Applicant Tracking System.” This integration with existing ATS systems is a significant advantage for employers, as it avoids manual data entry and streamlines the recruitment workflow.

Avoko emphasizes that “Each applicant comes with the approval of those that know the company culture best.

The employees,” reinforcing the quality and cultural alignment benefits of referred candidates.

The statistics provided, such as referrals generating “a better ROI, according to 82% of managers” and being “4x more likely to stay on past 3 years,” are compelling metrics for employers looking to optimize their hiring strategies and improve retention.

Avoko.com Features: An Overview

Avoko.com offers a streamlined set of features designed to facilitate its core employee referral model. Inspectlet.com Review

The platform focuses on simplicity and integration, aiming to make the referral process as frictionless as possible for both companies and individual associates.

The prominent mention of a dedicated mobile app and seamless ATS integration suggests a modern, tech-forward approach to recruitment.

Mobile Application for Associates

The “Avoko App” is central to the associate experience.

The website states, “Simply download the app, sign up and start exploring roles and recommending people in your network.” This ease of entry is crucial for encouraging widespread adoption among employees. The app likely provides:

• Job Discovery: A clear interface for associates to browse available vacancies.
• Easy Sharing: Tools to quickly forward job links or descriptions to contacts via various communication channels.
• Referral Tracking: A dashboard where associates can monitor the status of their referrals and potential earnings.
• Profile Management: Basic features for associates to manage their account and contact information.

The convenience of a mobile app means employees can participate in the referral program anytime, anywhere, significantly increasing the potential pool of candidates. Bodybyorganic.com Review

Seamless ATS Integration

For employers, a key feature is Avoko’s ability to “integrate quickly and easily with many ATS systems.” This is a critical component for larger organizations that already rely on Applicant Tracking Systems for their recruitment workflows. Benefits of this integration include:

• Automated Candidate Transfer: Referred applicants are “instantly forwarded” to the employer’s ATS, reducing manual data entry and potential errors.
• Streamlined Workflow: Recruiters can manage referred candidates alongside other applicants within their familiar ATS environment.
• Data Consistency: Ensures all applicant data is stored centrally, facilitating reporting and compliance.
• Reduced Administrative Burden: Frees up recruitment teams to focus on candidate engagement rather than data management.

While the website doesn’t list specific ATS systems it integrates with, the general claim suggests broad compatibility or a robust API for custom integrations.

Referral Tracking & Incentivization

At its core, Avoko is built around incentivizing referrals.

The platform’s ability to track referrals from initial share to successful hire is paramount. This involves:

• Referral Link Generation: Unique links for each vacancy, potentially tied to the referring employee, to ensure accurate attribution.
• Status Updates: Employers can update the status of referred candidates within the Avoko platform or via ATS integration, providing transparency to associates.
• Cash Reward Disbursement: A system for processing and paying out “generous cash rewards” to employees for successful hires. The website mentions “earning very generous monthly cash rewards,” indicating a structured payment cycle.

This clear incentive structure is a strong driver for employee engagement and is central to Avoko’s business model. Ad4m.com Review

The promise of significant payouts directly motivates employees to tap into their high-quality networks.

Avoko.com Pros & Cons

Like any platform, Avoko.com comes with its own set of advantages and disadvantages.

While the concept of leveraging employee networks for recruitment is highly effective, the implementation and transparency of the platform are key factors to consider.

Pros:

• Leverages Trusted Networks: The primary strength of Avoko is its focus on employee referrals. Referrals typically lead to higher quality hires, better cultural fit, and increased retention rates, as evidenced by the statistics presented on their homepage e.g., “90% of managers prefer referrals for quality of hire,” “4x more likely to stay on past 3 years”. This taps into the inherent trust within personal and professional connections.
• Cost-Effective Hiring: Avoko claims a “25% cost saving per hire” compared to traditional job boards. By reducing reliance on expensive external recruiters or broad advertising campaigns, companies can significantly cut down their recruitment expenditure.
• Faster Time-to-Hire: The platform asserts a “20% quicker time-to-hire.” Referred candidates often move faster through the hiring funnel due to pre-vetted quality and direct introduction, accelerating the recruitment cycle.
• Attractive Incentive Model: For individual “Avoko Associates,” the promise of “generous cash rewards” with “no monthly fees or commission to pay” is a significant draw. This makes it a compelling opportunity for individuals to monetize their network.
• User-Friendly App & Integration: The presence of a dedicated mobile app for associates and integration capabilities with Applicant Tracking Systems ATS suggests a modern and efficient user experience for both sides of the platform.
• Scalable Referral System: Avoko’s model extends the referral chain beyond immediate contacts “who do they know & trust?”, potentially reaching a much wider pool of qualified candidates.

Cons:

• Limited Transparency on Company Details: A notable absence on the homepage is a clear physical address, detailed company history, or prominent profiles of the leadership team. While an “About” page exists, it lacks the depth often found in reputable platforms, which can affect trust, especially for businesses.
• Lack of Verifiable Case Studies/Testimonials: While impressive statistics are quoted e.g., “Companies using Avoko report: A 40% increase in referrals hired”, these are generic and not tied to specific company names or verifiable case studies. For employers considering the platform, concrete examples of success would greatly enhance credibility.
• Potential for Network Fatigue: Employees might become overwhelmed if constantly bombarded with referral requests, potentially leading to a decline in participation over time if not managed well by the companies.
• Reliance on Employee Engagement: The success of the platform for companies heavily depends on the active participation and enthusiasm of their employees. If employees are not motivated or engaged, the referral pipeline could dry up.
• Privacy Concerns for associates: While a Privacy Policy is linked, the concept of “Then start inviting people from your phone contacts to join your Avoko network” might raise privacy questions for some users regarding how their contacts’ data is handled and stored, even if permissions are requested.
• Competition in Recruitment Tech: The recruitment technology space is highly competitive. Avoko needs to continually demonstrate its unique value proposition and superior results against established job boards, professional networking sites, and other recruitment software.
• Geographic Focus Ambiguity: While the contact number has a UK prefix +44, the website doesn’t explicitly state its primary geographic focus or where its services are most robust. This might leave users in other regions uncertain about its relevance.

Avoko.com Pricing

Avoko.com’s pricing model appears to be structured to attract new companies with a “freemium” approach, allowing them to test the platform before committing to an upgrade.

This strategy is common in the SaaS Software as a Service industry and aims to lower the barrier to entry for potential clients. Perfectretoucher.com Review

Freemium Model for Companies

The primary offer for employers is to “Get Avoko Free.” This likely entails a basic tier that allows companies to list a certain number of vacancies or manage a limited number of referrals without charge.

This free access serves as an effective way for businesses to:

• Test the waters: Experience the platform’s interface and workflow without financial commitment.
• Assess employee engagement: Determine how effectively their employees utilize the app and participate in referrals.
• Evaluate initial results: See if the platform delivers on its promise of quality referrals and cost savings.

The “Upgrade as you grow” implies that as a company expands its usage, lists more vacancies, or processes more referrals, it would transition to a paid plan.

This encourages adoption and provides a clear upgrade path once value is demonstrated.

Monetization for Employers

While the specific pricing tiers for paid plans are not detailed on the homepage, a dedicated “Pricing” link is available. Itibettravel.com Review

Typically, freemium models transition to paid tiers based on:

• Number of active job listings: Companies might pay more for simultaneous active vacancies.
• Volume of referrals: Tiers could be based on the number of referred candidates processed or hired.
• Advanced features: Access to more sophisticated analytics, dedicated account management, enhanced ATS integrations, or white-labeling options.
• Company size/employee count: Larger organizations might be subject to higher fees due to their scale.

The value proposition for upgrading would be the ability to scale recruitment efforts, gain deeper insights, and potentially access priority support, all aimed at maximizing the benefits of the referral program.

Associate Earnings Model

For individual “Avoko Associates,” the model is distinctly different: “Become an Avoko Associate with no monthly fees or commission to pay.

Simply download the app, sign up and start exploring roles and recommending people in your network in order to start receiving generous cash rewards.” This is a purely incentive-based model for individuals.

• No Costs to Associates: Associates do not pay to use the platform.
• Performance-Based Rewards: Earnings are directly tied to successful referrals that lead to hires. This aligns the associate’s incentives with the company’s success.
• “Generous Cash Rewards”: While the exact amounts are not specified on the homepage, the term “generous” suggests significant payouts, which is a powerful motivator for individuals to actively participate. These rewards are typically paid out after a referred candidate successfully completes a probationary period with the hiring company.

This two-sided pricing and incentive structure aims to create a self-sustaining ecosystem where companies get quality hires and individuals get financial compensation for leveraging their trusted networks. 02tvseries.com Review

Avoko.com Alternatives

When considering a platform like Avoko.com for recruitment and referral management, it’s wise to explore other established and emerging alternatives in the market.

These platforms offer varying approaches to talent acquisition, from broad job boards to niche professional networks and dedicated referral systems.

Each has its own strengths and weaknesses, catering to different needs of job seekers and employers.

Direct Competitors Referral Platforms

While Avoko emphasizes a broad employee referral system, dedicated referral management platforms exist that cater specifically to optimizing and tracking internal and external referrals:

• RolePoint: A comprehensive employee referral platform that automates the referral process, tracks candidates, integrates with ATS, and manages rewards. It focuses on large enterprises looking to scale their internal referral programs.
• Workable Referral Module: While primarily an applicant tracking system, Workable often includes robust features for managing employee referrals, allowing companies to post jobs internally, track referrals, and incentivize employees.
• Teamable: Specializes in automating candidate sourcing through employee networks. It uses AI to suggest connections within employees’ networks that match open roles, making the referral process proactive rather than reactive.

General Job Boards & Professional Networks

These platforms offer a broader approach to recruitment and networking, often including referral capabilities or acting as a primary source for talent: Chicsterkw.com Review

• LinkedIn: As the world’s largest professional network, LinkedIn is a cornerstone for both job searching and professional networking. Employers use it for direct sourcing, posting jobs, and leveraging their employees’ connections. Its referral feature allows employees to share jobs and vouch for candidates.
• Indeed: A massive job aggregator and job board. While not specifically a referral platform, it’s a primary source of applicants. Many companies use it in conjunction with their internal referral programs.
• Glassdoor: Known for company reviews and salary insights, Glassdoor also lists jobs. It indirectly supports referrals by helping candidates research companies, making them more likely to accept a referral if they have a positive view of the employer.
• ZipRecruiter: A widely used job board that distributes postings across hundreds of other sites, increasing visibility. It uses AI to match candidates with jobs and vice-versa.
• AngelList Talent Wellfound: A specialized platform for startup jobs and tech talent, often where roles are filled through network connections. It fosters a community of founders and job seekers.

Recruitment CRM & ATS with Referral Features

Many modern Applicant Tracking Systems ATS and Candidate Relationship Management CRM platforms now incorporate or offer add-on modules for employee referrals:

• Greenhouse: A popular ATS that includes robust referral management features, allowing companies to easily track referrals, manage rewards, and integrate with their existing recruitment workflows.
• Lever: Another leading ATS and CRM solution that offers tools for internal mobility and employee referrals, streamlining the process from submission to hire.
• Recruitee: An ATS that simplifies the hiring process with features including referral tracking, helping companies manage and incentivize their employee networks.

Each of these alternatives offers a unique blend of features, scale, and focus, making the choice dependent on a company’s specific hiring volume, budget, industry, and desire to integrate referral programs into their broader talent acquisition strategy.

How to Cancel Avoko.com Subscription for Employers

For employers who have opted for a paid subscription with Avoko.com, understanding the process for cancellation is crucial.

While the website’s homepage emphasizes “Get Avoko Free Upgrade as you grow,” it does not explicitly detail the cancellation procedure for paid tiers.

Typically, subscription cancellations for SaaS platforms involve either an in-app process or direct communication with customer support. Solaritic.com Review

Checking Terms and Conditions

The first and most important step for any subscription cancellation is to refer to the “Terms and Conditions” and “Pricing” pages on the Avoko.com website.

These legal documents should outline the specific clauses related to:

• Notice Period: Whether a specific notice period e.g., 30 days is required before cancellation.
• Refund Policy: If any pro-rata refunds are available for early cancellation of annual plans, or if monthly plans simply cease at the end of the current billing cycle.
• Method of Cancellation: The accepted methods for terminating the subscription e.g., through the user dashboard, email, or phone call.

It’s essential to review these documents thoroughly to avoid any unexpected charges or forfeiture of services.

Common Cancellation Methods

Based on standard practices for online subscription services, an employer looking to cancel an Avoko.com subscription would likely follow one of these paths:

1. Through the Employer Dashboard: Many SaaS platforms provide a “Billing,” “Subscription,” or “Account Settings” section within the user’s online dashboard. This is often the most direct and self-service way to manage or cancel a subscription. Employers should log in to their Avoko.com account and navigate through these settings. Look for options like “Manage Plan,” “Change Subscription,” or “Cancel Subscription.” Fudsender.com Review

2. Contacting Customer Support: If an in-dashboard option is not readily available or clear, direct communication with Avoko’s customer support is the next step. The website provides contact information:

   • Email: [email protected] for general enquiries
   • Phone: +44 01234 834606

   It is advisable to send a written request via email to create a clear record of the cancellation attempt, including the company name, account details, and the effective date of cancellation.

Following up with a phone call can also expedite the process.
3. Reviewing Billing Statements: Before and after cancellation, employers should review their financial statements to ensure that no further charges are incurred after the desired cancellation date.

Important Considerations

• Data Retention: Inquire about data retention policies after cancellation. Will company data, job postings, and applicant information be immediately deleted, or will there be a grace period? This is crucial for compliance and record-keeping.
• Outstanding Referrals: If there are any outstanding referrals or pending rewards for employees, ensure that these are resolved or discussed with Avoko before full account closure.
• Timing: To avoid being charged for the next billing cycle, it’s usually best to initiate the cancellation process well in advance of the next billing date, respecting any specified notice periods.

By following these steps and thoroughly reviewing Avoko’s terms, employers can manage their subscriptions effectively and ensure a smooth cancellation process.

How to Cancel Avoko.com Free Trial for Employers

For employers engaging with Avoko.com through its “Get Avoko Free” offer, understanding how to manage or cancel this free tier is important, especially if it automatically converts to a paid subscription after a certain period. Cubexmarketing.com Review

While the website doesn’t explicitly state a “free trial” period that auto-converts, the “Get Avoko Free Upgrade as you grow” implies a perpetual free tier that can be upgraded.

However, if there’s a time-limited trial that eventually requires payment, here’s how to manage it.

Understanding the “Free” Offering

Avoko.com’s primary offering for employers is “Get Avoko Free,” which appears to be a freemium model rather than a time-limited free trial that auto-converts. This means:

• No Automatic Charges: If it’s a true freemium model, employers would not be automatically charged unless they explicitly opt to upgrade to a paid plan.
• Continued Free Access: The free tier would likely remain active indefinitely, albeit with limited features or usage, until the employer chooses to upgrade or explicitly deletes their account.

Therefore, for a pure freemium model, there might not be a “cancellation” of a free trial, but rather a decision not to upgrade or to simply cease using the service.

Steps to “Cancel” or Cease Usage

If an employer decides not to continue with Avoko.com after using its free tier, the process would likely involve:

1. Ceasing Usage: The simplest step is to stop using the platform and its features. Since there are no implied auto-conversions or charges for the free tier, discontinuing use means no further engagement.
2. Account Deactivation/Deletion: To fully “cancel” or remove an account from Avoko’s system, employers would typically need to:

   • Check the User Dashboard: Log in to the Avoko.com employer dashboard. Look for account settings, profile management, or billing sections that might contain an option to “deactivate account” or “delete account.”

   • Contact Customer Support: If a self-service option for account deletion is not available, contacting Avoko’s customer support would be necessary. The contact information provided on their website is:

     • Email: [email protected]
     • Phone: +44 01234 834606

     When contacting, clearly state the desire to deactivate or delete the company’s account and any associated data.

3. Reviewing Terms and Conditions: Always consult the “Terms and Conditions” and “Privacy Policy” on the Avoko.com website. These documents will outline the company’s policy on account termination, data deletion, and any implications of ceasing use of the free service. This ensures understanding of how personal and company data is handled upon cessation of service.

Key Considerations for Free Tier Users

• Data Removal: Ensure you understand Avoko’s policy on data retention after account deactivation. If sensitive company or applicant data was uploaded, confirm its deletion or removal.
• Employee Awareness: If employees were using the Avoko app for referrals, inform them about the decision to cease using the platform to avoid confusion or continued attempts at referrals.
• No Financial Obligation typically: For a pure freemium model, there should be no financial obligation to “cancel” as long as no upgrade was made. However, verifying this in the terms and conditions is always a good practice.

By understanding the nature of Avoko’s free offering and following these steps, employers can effectively manage their engagement with the platform, whether they choose to upgrade or simply cease using the free tier.

FAQ

What is Avoko.com?

Avoko.com is an online platform that specializes in employee referral programs, designed to help companies recruit new talent by leveraging the trusted networks of their existing employees and offering cash rewards for successful referrals.

How does Avoko.com work for employers?

Employers can list job vacancies on Avoko’s platform, which are then distributed to their employees via the Avoko app.

Employees forward these vacancies to high-performers in their networks, and referred candidates apply directly, with their applications forwarded to the employer’s ATS.

How does Avoko.com work for job seekers and referrers Avoko Associates?

Job seekers and referrers Avoko Associates download the Avoko app, sign up, and can explore available roles.

They can apply for jobs or refer suitable candidates from their network, earning “generous cash rewards” for successful hires.

Is Avoko.com free to use for job seekers/referrers?

Yes, Avoko.com states there are “no monthly fees or commission to pay” for Avoko Associates job seekers and referrers. Earnings are purely based on successful referrals.

What are the benefits of using Avoko.com for companies?

Avoko.com claims companies using its platform report a “40% increase in referrals hired,” “25% cost saving per hire,” and “20% quicker time-to-hire,” by tapping into trusted employee networks.

What kind of jobs can be found on Avoko.com?

Avoko.com specializes in permanent, temporary, and contract roles across various sectors, including technology, finance, retail, hospitality, and transport & logistics.

Does Avoko.com integrate with existing Applicant Tracking Systems ATS?

Yes, Avoko.com explicitly states that it “integrates quickly and easily with many ATS systems” to streamline the applicant forwarding process for employers.

What kind of rewards do Avoko Associates receive for successful referrals?

Avoko Associates can earn “generous cash rewards” for successful referrals that lead to hires, though specific reward amounts are not detailed on the homepage.

What are the main concerns about Avoko.com based on the website?

The primary concerns are the lack of clear physical address, detailed company history, or prominent leadership team profiles on the homepage, and the absence of specific, verifiable case studies or named client testimonials.

Can referred candidates forward the vacancy to their own networks?

Yes, Avoko’s system allows referred candidates to either apply directly or “forward the vacancy to high-performers in their own networks,” extending the referral chain.

Is Avoko.com a global platform?

While the contact number has a UK prefix +44, the website does not explicitly state its geographic focus or if it operates globally.

Users should inquire directly for their specific region.

How does Avoko.com claim to be more effective than traditional job boards?

Avoko.com claims referrals “Generate a better ROI, according to 82% of managers,” are “preferred by 90% of managers for quality of hire,” and are “10x more likely to accept your job offer,” making them more effective than general applicants from job boards.

What is the “Avoko Charter”?

The website mentions a “Charter” link in its footer, which likely outlines the company’s foundational principles, values, and commitments regarding its service and user experience.

How do I contact Avoko.com for support or inquiries?

You can contact Avoko.com via email at [email protected], [email protected], [email protected], or [email protected], or by phone at +44 01234 834606.

Are there any fees for employers to use Avoko.com?

Avoko.com offers a “Get Avoko Free” option, implying a freemium model.

Employers can start for free and “upgrade as you grow,” suggesting paid tiers for expanded features or usage.

Does Avoko.com provide insights or data?

Yes, the website has an “Insights” link, which likely leads to resources, articles, or data related to recruitment trends, referral best practices, or platform performance.

How secure is my data on Avoko.com?

Avoko.com provides a “Privacy Policy” link, which outlines how user data is collected, used, and protected.

Users should review this policy for detailed information on data security and privacy practices.

How do companies manage referrals and track progress on Avoko.com?

While not explicitly detailed on the homepage, successful platforms like Avoko would typically provide an employer dashboard to manage job postings, track referred candidates, and monitor the progress of referrals, often integrated with their ATS.

What are some ethical alternatives to Avoko.com for recruitment?

Ethical alternatives include professional networking sites like LinkedIn, major job boards like Indeed, company review sites with job listings like Glassdoor, and specialized platforms for startups like AngelList Talent Wellfound, all of which prioritize transparent and ethical hiring practices.

What should an employer do if they want to stop using the Avoko.com free service?

If an employer has only used the free tier, they can simply cease using the platform.

For full account removal, they may need to check their dashboard for a deactivation option or contact Avoko.com customer support via email or phone to request account deletion.