Built for
Agency ownersFor agency owners and directors
You are paying qualified recruiters to read CVs. That is the most expensive way your desk spends an hour, and it is the easiest one to take back.
What you are held to
Margin per consultant, and how many roles you can run at once.
Built from the application’s own components rather than screenshotted. Illustrative data.
The week you actually have
Four things that go wrong before lunch.
Your best biller is your slowest screener
The consultant who closes is the consultant with the deepest network — and the same person is spending their morning on a pile of applications, because nobody else can be trusted to judge them.
Headcount is the only lever you have
More roles means more people, because throughput scales with hands. That is a hiring decision, a training cost and three months before it pays.
You lose roles you never worked
A contingency role is a race. The pile that sits until Thursday is the pile a competitor shortlisted on Tuesday, and you never find out it was close.
Nobody can tell you where the time went
You know screening is slow. You cannot put a number on it, so you cannot tell whether anything you changed helped.
What answers it
The modules that touch your day.
The pile arrives ranked against the description you wrote, with the evidence for every score. Your consultant starts at the shortlist instead of building one.
Time to shortlist, submission-to-interview and interview-to-placement per desk — so the next change you make has a before and an after.
The routine passes run without being asked, so the queue is already clear when the desk logs in.
What changes
The screening hour goes back to the desk. What your consultants do with it — calls, clients, candidates — is the part you were paying for all along.
What you will ask on the call
The objections, answered straight.
Somebody else in the room
The same product, their reasons.
The offer
See it on a role you are working today.
Twenty minutes, your own job description, your own CVs. You judge it on the shortlist it produces.
- 1Twenty minutesYou bring one live role. We look at it together — no deck, no discovery questionnaire.
- 2Set up on the callYour job description becomes a rubric while you watch, and your own CVs go through it.
- 3Then 7 days aloneYou run it on real work and judge it on the shortlist, not on anything we said.