Automation for
recruitment and staffing.

Recruitment and staffing

A desk has two inventories. One is the candidate pool, which decays if it is not spoken to. The other is the set of companies that have a hiring need right now, which is public, dated, and almost never worked systematically.

Most agencies buy the second one back later, as a job board spend or a cold call, having missed it while it was free and obvious. The gap between a role being advertised and an agency being called is the whole opportunity.

See who in your market is hiring right now → book a free audit

Where the money leaks

• Roles advertised, unfilled a week later, and never approached
• Candidates who take another offer during a silence
• A pool that is re-read by hand for every new order
• Placed candidates who become hiring managers and are never tracked
• Clients who go quiet between placements and are called only when there is a role
• Visa, ticket and check expiries discovered mid-placement

Hiring signal as a lead source

A company advertising a role is a company with a hiring need, publicly stated and precisely dated. Reading those ads at scale, resolving each back to the employer rather than to the agency posting it, and holding the whole set in a registry turns an anonymous market into a working list.

The follow-up trigger is the useful part. A role advertised a week ago and still open is a conversation with a reason to exist, and it reaches the client before the third agency does. The registry it builds is durable: it belongs to the business and it outlives any single campaign.

Speed inside the desk

A job order lands and is matched against the existing pool immediately, so a first shortlist can go out the same day rather than after an evening of reading. Screening ranks against the criteria that actually decided past placements, and the consultant edits the shortlist rather than assembling it.

Interview scheduling stops being a phone tag loop. The candidate picks a time, the calendar updates, and both sides get the confirmation.

The silence problem

Good candidates are lost during the gaps, not during the interviews. A cadence keeps a live search warm without consultant hours, and it stops the moment there is a reply. The same applies on the client side: proactive updates during a search are what renews the relationship, more reliably than the placement itself.

Longer cycles run on the same principle. Placed candidates are re-approached at the point they are typically open again, and dormant clients are contacted on a hiring trigger rather than on a quarterly reminder.

Compliance that cannot slip

Right-to-work verification, visa expiry, police checks, working with children checks and industry tickets all sit on dates, and every one of them is a legal exposure rather than an administrative annoyance when it lapses mid-placement. Tracking them is mechanical, which is exactly why it should not be a person's job.

Common questions

We have three consultants. Is that enough?

Yes. Three and up is where a full build pays back quickest: enough desk volume for the manual version to hurt, small enough that one system changes the week. A solo desk usually starts with the hiring signal feed on its own.

Does it send outreach on our behalf automatically?

Not to candidates or clients without approval. The system finds the signal, drafts the approach and puts it in front of a consultant. Recruitment is a relationship business and automated sending reads as one.

Who owns the company data it builds?

You do. The registry is built for your business and it stays yours, whatever happens to the engagement.