Recruitment agencies, executive search and staffing firms: the delivery work runs itself, and the dormant 90% starts producing.
Knowing which candidate is privately restless, and who will actually last in a specific culture, is the judgment clients pay a fee for. The rest of a placement is coordination and formatting.
Market knowledge and read on people: who is open, who will stay, and which client brief is describing a hire they will never make.
Sourcing throughput, screening, CV formatting, submission packs, scheduling, status updates, references, ad writing.
Your assessment standards become the system’s: the software delivers the shortlist and the admin, your consultants make the calls.
Not a chatbot in your inbox. Whole workflows in production - across every person and system they touch - on one layer that the next workflow reuses.
Candidates sourced and screened against the actual role spec, including from your own database - so a shortlist starts as a shortlist rather than a search.
Client submission packs formatted to each client’s template, which removes hours per shortlist and stops presentation quality depending on who was free.
Interviews coordinated across candidate, client and panel availability - the single biggest source of drop-out is the delay between interest and meeting.
Candidates and clients updated proactively at every stage, which is the difference between a reputation for good process and a reputation for silence.
References requested, chased and collated without a consultant driving it, so offers are not held up at the last step.
Ads written in your voice and distributed across the channels that work for each role type, instead of copy adapted from the last similar brief.
The dormant 90% contacted with roles that genuinely fit them - turning the asset you already paid to build back into placements.
A talent intelligence product for the employers in your niche: continuous market mapping, salary benchmarking from your real placement data, and early signals on who is becoming available. Sold as a subscription rather than per placement - which turns your most volatile revenue line into recurring revenue.
Salary data from actual placements, not survey self-reporting. Employers in your niche have no comparable source.
Subscription intelligence holds up in a hiring downturn, which is exactly when placement fees disappear and the agency model breaks.
An employer watching your market map is telling you what they are about to hire - before the brief goes out to three other agencies.
The agency model concentrates all revenue at the moment of placement and throws away the rest of what the firm knows. A niche agency already holds continuous market coverage, real compensation outcomes and live availability signals - the raw material of an intelligence product. It is the only asset in this industry that a software company cannot originate.
Code, models, prompts and runbooks transfer to your firm. If we disappeared tomorrow, the system keeps running.
The second workflow costs a fraction of the first, because permissions, integrations and audit trail are already built.
Human-approved gates, evidence on every output, clear consent and retention on candidate records, ISO 27001 and GDPR alignment, deployable in your own environment.
Our engineers sit inside your firm until it runs - then your people build on it, not just operate it.
We invest €50,000 of engineering into one real process inside your firm. Two minutes to apply, twenty to find out if you are a fit.