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For recruiting & staffing firms

Win the next role while you fill this one.

Recruiters spend their days on candidates, and business development waits for a quiet week that never comes. We build and run the client research, relationship and update work your team means to do, inside your CRM, inbox and calendar. Nothing reaches a client until someone on your team says yes.

Book a free Growth AuditSee what runs

This morningSample

  • Done: Hiring signalsKestrel Analytics posted six engineering roles this week
  • Done: Champion trackerA hiring manager you placed for is now at Northgate Bank
  • Done: Meeting prepBrief ready for today's intake call with Linden Health
  • Waiting for a person: Next-step nudgerShortlist update to Kestrel Analytics needs your yes
  • In progress: Win-backWatching four clients who haven't hired with you in a year

Waiting for a person: 1 draft waiting for you

Done: Signals logged in your CRM

  • Know who's hiring first. Companies posting the roles you fill are flagged with who owns the hire and why you're the right firm to call.

  • Relationships that travel. When a hiring manager you've worked with changes companies, you hear about it with a note ready to send.

  • Clients never chase you for an update. Every open role gets a timely update to the hiring manager, drafted from your notes and waiting for approval.

Runs inside the tools your firm already uses

HubSpotSalesforceAttioGmailOutlookGoogle CalendarMicrosoft TeamsSlack

Built around how recruiting firms win roles.

Hiring signals, relationships and repeat business. Four workflows keep each of them moving while your recruiters stay on the desk.

  1. Hiring-signal research

    Call the companies that are hiring now.

    Target companies arrive with the roles they're posting, how long those roles have been open and who owns the hire, plus the placements you've made that prove you can fill them.

    Run by

    Hiring briefSample

    Kestrel Analytics · data software, 180 people

    Why now
    Six engineering roles posted in two weeks; two have been open for over 45 days.
    Who hires
    Sophie Grant, VP Engineering, who joined in January.
    The case
    You placed four data engineers at a software firm of a similar size last year.
    Next step
    An introduction to Sophie, drafted for your approval.

    In progress: Raised new funding in March

    Done: Brief saved to your CRM

  2. Relationship tracking

    Follow the hiring managers who trust you.

    When a hiring manager you've placed for moves to a new company, you hear about it within days, with the history you share and a note ready for approval.

    Run by

    Waiting for your approvalChampion tracker · Sample

    To Daniel Ross, Head of Finance, Northgate Bank

    Congratulations on the move to Northgate

    Hi Daniel, congratulations on the new role. We loved working with you on the finance team build at Ardent, and I imagine there's a fair bit of hiring ahead at Northgate. Happy to share what we're seeing in the market whenever it's useful.

    You placed 3 roles with Daniel at Ardent

    Done: Contact updated in your CRM

  3. Client updates

    Hiring managers hear from you before they ask.

    Every open role gets a regular update with the shortlist, interview feedback and next steps, drafted from your notes and calls, so updates go out on time without an evening of writing.

    Run by

    Open rolesSample

    • Kestrel Analytics · Senior data engineerShortlist of 4, interviews next weekWaiting for a person: Weekly update drafted for Sophie
    • Linden Health · Finance managerIntake call todayDone: Intake brief ready
    • Northgate Bank · Financial controllerOffer stage

    Done: Interview feedback logged

  4. Desk brief

    One page on every desk, every Monday.

    Which clients are hiring, which roles are stuck and which relationships have gone quiet, sent before the week starts, so the sales meeting starts with calls to make.

    Run by

    Monday desk briefSample

    • Done: NewKestrel Analytics: six roles open, introduction drafted
    • Done: MovedNorthgate Bank: offer accepted for financial controller
    • Waiting for a person: Needs your callLinden Health: two roles open 30 days with no shortlist
    • In progress: WatchingFour past clients with no roles in 12 months

    Sent Monday, 7:30 am

Plus agents for the rest of the revenue cycle. See all 46 agents →

How it starts.

One workflow at a time, starting with the one that matters most to your firm.

  1. 01Audit

    One free working session on where your clients and roles come from, where relationships go quiet and what that costs. You get a written diagnosis and the one workflow worth building first.

  2. 02Build

    We build that workflow inside your CRM, inbox and calendar, on your playbooks and in your firm's voice. Two or three agents, live in about 15 days.

  3. 03Operate

    Your operator runs it every day, fixes what breaks and reports what moved. Someone on your team approves anything client-facing.

  4. 04Improve

    Every edit your recruiters make teaches it. When the first workflow earns its keep, we add the next one.

Questions

More on cost and fit in Pricing.

Will anything reach a client or candidate without our approval?

No. By default, every outside message waits for a recruiter or manager to approve it, with the draft, the recipient and the reason in front of them.

Does it work with our ATS?

We build inside the CRM, inbox and calendar you already use. If clients and roles live in an applicant tracking system, the audit covers how we connect to it, and we only promise an integration once we've confirmed it works.

Is this for sourcing candidates?

The focus is the client side: finding companies that are hiring, keeping relationships warm and keeping hiring managers updated. If candidate work is where your time leaks, the audit will say so.

What happens to client information?

It stays in your tools. Access is scoped to each agent's job, credentials are encrypted, we don't train models on your data, and you can export or delete everything.

What does it cost?

The Growth Audit is free. If you go ahead, the launch sprint is a fixed fee from $3,999, with your first two or three agents live in about 15 days. Running and expanding them starts at $4,999 a month for up to five agents. Model and API costs are included.

Other firms we help.

Keep the next role coming in.

One working session on how your firm wins work, then a written diagnosis and the one fix worth building first.

Book a free Growth AuditSee pricing