The problem
The site speaks to employers or candidates, never both
What we build
Two clear paths from the homepage, each with its own page, so a hiring manager and a job seeker both see themselves.
Websites & Automations for Recruiting & Staffing Firms
Faster shortlists.
More placements.
A recruiting firm sells to two audiences at once: hiring managers who need people, and candidates who need work. Both judge you by how quickly you respond. We build the site that speaks to each, and the systems behind it that keep candidate pipelines and client job orders moving without constant manual updates.
Get Started →The problems
Where recruiting firms lose placements
The problem
Strong candidates go cold between touchpoints
What we build
Follow-up that runs on its own after every screen, submittal and interview, so no one is left waiting for a call.
The problem
Job orders live in someone’s head or inbox
What we build
A single place where each open role, its requirements and its status are visible to the whole team.
The problem
Sourcing a shortlist takes an afternoon
What we build
An internal assistant your recruiters can ask to rank the candidates already in your database for a given role.
The short answer
How does a recruiting or staffing firm win more client job orders?
Be specific about who you place and quick to respond. Clients hire firms that clearly work in their niche, so describe the roles and industries you cover rather than everything. A site with pages for each specialty, honest process details, and a short form for opening a search helps. Then show speed: a first reply the same day and a first shortlist soon after. Candidates matter just as much, because a recruiter with a warm pipeline wins searches others cannot fill.
The website
What a recruiting firm website needs
- 01
A page for each specialty
Finance, healthcare, IT or whatever you place, with the roles you fill spelled out.
- 02
A client-facing “open a search” form
Role, location, salary range, timeline and the contact who will make the decision.
- 03
A job board that Google can read
Postings as real pages with proper structured data, so they appear in job search results.
- 04
A fast candidate application
A few fields and a resume upload that works on a phone.
- 05
Team pages by recruiter
So clients and candidates know exactly who will be working with them.
- 06
Content that shows how you work
Your process, your market knowledge and the kinds of searches you handle.
The automations
What runs on its own.
Recruiter assistant in Slack
Ask it to score the candidate pool for an open role and it returns a ranked list, so the first pass takes minutes.
Candidate follow-up
Status updates, interview reminders and check-ins go out on their own after each stage.
Client job order intake
A new search request creates the job in your system and alerts the right recruiter.
Sync with your ATS
Applicants and updates flow into Bullhorn, Loxo or the system you already use.
A real client
DimondConnect
- What we built
- We pulled their pipeline, calendar, inbox and Slack into one assistant.
- What it does now
- Recruiters ask it in Slack, and it scores the whole candidate pool on request, then runs the follow-up on its own. Other automations, like weekly digests, run quietly in the background.
How it works
It starts with a conversation.
- 01
Consultation
We learn how your business runs and where it loses time or customers.
- 02
Diagnosis
A plain-language recommendation: what to build, what to skip, and why.
- 03
Build
Everything is custom. You review real work as it comes together.
- 04
Run & improve
We host, maintain and tune it so it keeps working after launch.
Questions
Recruiting & Staffing questions, answered.
Can the assistant make hiring decisions?
No. It ranks and summarizes so a recruiter can work faster, and a person reviews every result. We design for that, particularly given the rules around automated screening.
Will this replace Bullhorn or Loxo?
No. We build alongside your ATS and keep it as the source of truth, adding the automations and assistants that it does not do by itself.
Do we need a job board on our own site?
If you post roles regularly, yes. Postings on your site bring in candidates directly and can appear in Google’s job results.
How do you handle candidate privacy?
Candidate data stays in your systems with the access controls you set. We limit what any assistant can see, and we’ll go through exactly what that is before building anything.
What does it cost?
Every project is quoted after a free call, once we understand your business: a one-time build, plus optional monthly hosting and care. See how pricing works.
Let’s look at your firm.
One free call, about 30 minutes. You leave with a plan, whether or not we work together.