AI for recruiting agencies

AI for recruiting agencies: more placements per recruiter, without more recruiters.

Best People got 4.5x the capacity and a $2.2M revenue path without hiring a single new recruiter. We build the AI that does the research, scoring and admin, so recruiters spend their day with people.

Book a call What we build

A recruiter's desk with candidate folders, a phone and a notebook in morning light

Strong candidate foundScored against the role's must-haves

Interested replyPushed to the top of the queue

The problem

Why agencies hit a ceiling

Agency revenue tends to grow in a straight line with headcount. More placements need more recruiters, and more recruiters eat the margin.

At Best People, about 90% of each recruiter's week went on manual research, CRM updates and outreach coordination. Only about 10% was actual recruiting. The real limit wasn't demand. It was how many profiles one person could properly screen in a day.

Each recruiter's week at Best People

Manual research, CRM updates and outreach coordination90%

Actual recruiting10%

What we build

The AI systems we build for recruitment agencies

See the full system: automation for recruiters

Sourcing: thousands of profiles scanned a day against your open roles
Scoring: every candidate checked against the role's must-haves and nice-to-haves, so recruiters only see the strong ones
Contact finding: the right email or number for the shortlist
Outreach: personalized first messages and follow-ups, drafted by AI and approved by the recruiter
Reply sorting: every reply sorted into interested, not interested, neutral or other, with the interested ones pushed to the top
Client side: business development follow-ups and client updates drafted for your team
Admin: your ATS and CRM kept up to date automatically, with summaries in Slack

How sourcing runsExample workflow

Proof

Two recruiting pipelines we've built

Best People. More than 10,000 profiles scanned a day, AI scoring and filtering, personalized outreach with four-way reply sorting, and every message approved by a recruiter. The result was 4.5x the capacity and a $2.2M revenue path, with no new recruiters.

A recruitment firm's end-to-end pipeline. LinkedIn sourcing, contact finding, Lemlist outreach, Slack alerts and their Ashby ATS, all connected, with a live dashboard showing every candidate and a queue of replies waiting for a recruiter.

Read the Best People case study →

4.5xthe capacity at Best People, with no new recruiters

Admin check

How much recruiter time goes on admin?

Two sliders. Your own numbers.

Recruiters on your team

Hours each spends per week on research, CRM updates and outreach admin

Hours a year of recruiter time on admin

full-time recruiters

Book a call

Based on 1,800 working hours per full-time person per year.

Questions

About AI in recruiting agencies.

Mostly for the volume work: sourcing, screening against the role, finding contact details, drafting outreach, sorting replies and keeping the ATS current. Recruiters keep the conversations, the judgment calls and the client relationships.

There are good off-the-shelf tools for single steps. Agencies usually get the most from connecting the steps together around their own process and tools, which is what we build.

Not the ones candidates and clients trust. It removes the admin, so each recruiter can handle far more roles and conversations.

Each message is drafted from the candidate's profile and the role, then checked and sent by the recruiter from their own account, in their own voice.

Everything is built inside your accounts, candidate data stays in your systems, and we build it to fit your data rules, including GDPR for UK and EU candidates.

It means using AI for the repetitive parts of recruiting: sourcing profiles, scoring them against the role, finding contact details, drafting outreach and sorting replies. Recruiters keep the conversations and the decisions. We build it around your own ATS, CRM and inboxes, and you can see how a build runs, step by step.