1. Describe a person, not a target
Most failed recruitments start with a brief that is too broad: “women, 25–35, upper-middle class, Paris region”. Thousands of people fit, and none of them will tell you what you need to know.
Describe instead the person whose opinion would move your decision forward: “a luxury boutique associate who advises Asian clients every week”, “a collector who buys on drop day and resells on Vinted”, “a stylist who dresses artists on tour”.
2. Verify before the interview, not during it
On Rarelyst, every proof becomes a medal on the profile: identity checked by the team, LinkedIn account linked, employment confirmed by a code sent to a work email, CV analysed, portfolio reviewed, and ratings from brands that have already interviewed them. The team reviews each profile before suggesting it.
3. Run interviews without the back-and-forth
Participants suggest time slots, the brand picks one, and the video room, reminders and recording happen on their own. You run the interview with your guide on screen. A self-guided option (beta) lets participants answer the guide's questions on camera, at a lower cost.
4. Demand a synthesis that answers your decisions
The synthesis answers each decision written in the brief, with how many people lean each way, an honest confidence level and participants' exact words. Every quote is checked against the transcript.
Timing and price
| Step | With Rarelyst |
|---|---|
| First profiles | Within 72 hours |
| Scheduling | Participants suggest, you choose |
| Interview | Video call inside Rarelyst, recorded and transcribed |
| Price per profile (45 min) | Priced to measure by rarity, incentive included; quoted after a demo |
| What you pay | Only the profiles you keep |