Software for Recruitment Agencies

Automate the admin, keep the judgement

Recruitment consultants spend a large share of the day on administration: parsing CVs into a system, chasing documents, arranging interviews, formatting profiles, updating records.

All of that is automatable and none of it involves judgement. The judgement — who is right for this role — is what clients pay for and what should stay with a person.

The consultant who spends three hours a day on formatting and chasing is not being outcompeted by AI. They are being outcompeted by an agency that automated formatting and chasing.

Where it clearly works

1. CV parsing. Reliable now, across formats, and it removes the most tedious data entry in the business.
2. Compliance chasing. Right to work, references, certifications, DBS — automated requests, reminders and expiry tracking.
3. Interview scheduling. Three-way calendar coordination is a genuine time sink with a clean technical solution.
4. Profile formatting. Client-branded candidate summaries generated from structured data.
5. Timesheet and placement admin. Especially for contract desks.

Where to be careful

Automated ranking and rejection of candidates carries real regulatory attention around automated decision-making, and real reputational risk. Models trained on historical hiring data reproduce historical bias faithfully.

• Use search and surfacing, not automated rejection
• Keep a human decision on every rejection, recorded
• Never train ranking on historical outcomes without examining what it learned
• Be able to explain why a candidate was surfaced
• Tell candidates how their data is used, plainly

Better search that helps a consultant find the candidate they would have wanted is valuable and safe. A model that decides for them is neither.

The compliance layer

For contract and temp desks, compliance is the operational core. Missing documentation stops a placement and can create liability.

• Every requirement defined per role type and client
• Automated requests with escalating reminders
• Document expiry tracked, with renewal chasing before the date
• A dashboard of who is placeable today and who is blocked
• An audit trail suitable for a client compliance review

Candidate experience as a competitive advantage

Candidates are the scarce side in most markets and they are treated worst by the technology. Application forms that re-ask what is on the CV, no acknowledgement, no outcome.

1. Apply with a CV, and let parsing fill the form
2. Immediate acknowledgement that says what happens next and when
3. An honest status they can check without emailing
4. An outcome always, even a negative one
5. One profile they can update, rather than applying repeatedly

Frequently asked questions