For staffing & recruiting agencies

Your own AI recruiting sourcer.

Give your recruiters a head start on the search. We build an AI sourcer around your roles, your criteria and the candidate sources your agency is authorised to use.

Request a quote What's involved

Built for your desk.

Owned by your agency.

Data sources, integrations and features are agreed for your build. AI assessments need recruiter review; they aren't hiring decisions.

Built for you. Owned by you.

Stop renting the tools.
Start owning the advantage.

Another sourcing subscription isn't your only option. We can build your own AI sourcing tool, shaped around your niche, your criteria and the way your recruiters search.

Your AI sourcer. Your way.

We map how your team works, then build the tool around it. Your process becomes the starting point, not a workaround.

Own → Scale

Where this supports your growth.

For staffing and recruiting agencies, sourcing capacity supports growth after a client brings you a role. Your own sourcer helps recruiters build candidate shortlists and focus their time on relationships and placements.

See the connected growth system

The approach

Less time assembling the shortlist. More time speaking to the right people.

Good sourcing starts with understanding the role. Your custom tool can turn a brief into search criteria, compare available candidate information and explain why someone may fit. Your recruiters still decide who makes the shortlist and who gets contacted.

What we build and manage

The detail behind the service.

Turn a role into search criteria

Capture the job title, location, essential skills and experience, with a distinction between must-haves and preferences. Recruiters can review the brief before the search runs.

Work with authorised data sources

We scope access to your ATS and other permitted candidate sources. Availability depends on access rights and provider terms; we don't promise unrestricted searches of LinkedIn or job boards.

Match and explain

Compare candidate information with the agreed criteria. Show the evidence behind a potential match and flag missing information rather than treating an AI score as fact.

Build a reviewable shortlist

Let recruiters filter, inspect and save candidates before taking action. Keep the role requirements and match reasoning beside the profile.

Draft relevant candidate outreach

Use the role and candidate context to draft a first message for recruiter approval. The person sending it stays responsible for accuracy and tone.

Connect the search to your ATS

Scope a handoff into candidate records and applications so approved candidates move into the recruiting workflow without another disconnected spreadsheet.

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From brief to working system