Agency recruiting

Your margin is measured in hours

Agency economics are simple. The time between taking a brief and putting candidates in front of a client is the cost of the placement.

First-pass screening is the least valuable hour in that process and often the largest. Reading through mass applications to find the handful worth a call is work that does not differentiate you, does not impress the client, and does not scale when you are running several roles at once.

Screen the batch, spend the time on the shortlist

Set the criteria from the client brief, screen the applications, and work from a prioritised list with the evidence attached.

• One set of criteria per role, so a brief that changes does not mean starting the reading again.
• The evidence behind each candidate is visible, which is useful when a client asks why you put someone forward.
• Applications the system is unsure about are flagged rather than dropped, so borderline candidates still reach a human.

What clients see

Nothing, unless you show them. This is a screening tool for your side of the process. You still decide who is submitted, how they are presented, and what the client hears.

Still not an ATS

Keep your CRM and your ATS. This does not track candidates, manage submissions, or store your client relationships. It reads the pile so you do not have to.