Candidates in a spreadsheet. Documents in email. Offers in a folder.One person carrying it all.
That person is your recruiter, and they are doing admin instead of placing. Put it all on one system with AI on top, and candidates get ranked, documents get chased and offers close without them.
Six problems that cost you money.
None of these are caused by recruiting badly. They are caused by the pipeline, the documents and the client conversation living in different places, so a recruiter has to carry information between them. That is the problem we solve.
A candidate goes quiet and the fee goes with them
Good candidates cool off because nobody followed up at the right moment. Without a pipeline view you cannot see who needs chasing and who is about to accept somewhere else. The one you lose is the fee you already earned.
One missing document holds up the whole placement
State board verification, DEA where it applies, OIG screening, right to work, references. The client is ready and the start date is set, and everything waits on one document nobody chased.
Every recruiter works a different way
One keeps candidates in a spreadsheet, one in their inbox, one in their head. When somebody leaves, their pipeline leaves with them, and nobody can tell you what happened to the shortlist from last month.
Clients email to ask where things stand
Job briefs in email, feedback on WhatsApp, offers tracked in a spreadsheet. Every status request is a lookup a client portal answers, and every one interrupts a recruiter who was filling a role.
You cannot tell which clients are worth the effort
Time to fill, conversion from CV sent to offer, fee per placement, which clients actually convert. The data exists in the business already, just not anywhere a decision can be made from it.
Nothing you update is updated everywhere
A candidate exists in the job board, the spreadsheet, the inbox and somebody’s notes. Every update entered more than once is a chance to miss one, and the version that is wrong is the one you send to the client.
We do not know your numbers. You do.
Most agencies have never added this up. These four questions are worth answering before any call, because they decide whether a build is worth it for you.
How many are waiting on a document rather than a candidate?
How much of it is the process rather than finding people?
How many went cold last quarter because nobody followed up?
What did the placements you lost last quarter add up to?
What changes once it runs on one system.
We customise a proven recruitment base model, so the pipeline, credentialing and offer management are solid on day one. Six capabilities, each one closing a problem above.
Reach the candidate before your competitor does
Full applicant tracking from application to placement, stage-by-stage pipeline, automated follow-ups and recruiter task management, with the AI ranking who to contact first.
Never lose a placement to a missing document
State board verification, DEA where it applies, OIG screening and right to work, tracked per candidate with expiry alerts and automated chasing. Submission blocked while anything is outstanding.
Stop clients emailing for an update
Job briefs, shortlists, interview scheduling, client feedback and offers in one place, with a client portal showing where every role stands. They read the same records your recruiters work from.
Post once, appear everywhere
Simultaneous posting to Indeed, LinkedIn, ZipRecruiter and healthcare-specific boards, with CVs parsed on arrival and source tracking showing which channels actually produce hires.
Know which recruiter and which client actually pays
CVs sent, interviews arranged, placements made, time to fill and fee revenue per recruiter and per client. Targets your team can see and numbers you can price from.
Verbal offer to placed in one workflow
Digital offer letters, contract generation, e-signature, onboarding checklists and right-to-start confirmation. The fee is raised from the placement record, not typed again.
One database. That is why the AI works.
Bullhorn’s 2026 GRID report, across roughly 2,300 firms, found agencies using AI in their workflows were 3.5 to 4.5 times more likely to grow revenue last year. But AI bolted onto tools that do not talk to each other cannot match, chase or reconcile anything, because it only ever sees one piece at a time.
Why it works
Candidates arrive ranked, not sorted by hand
The AI ranks your existing database against a new role on specialty, licence status, location, availability and past placement history. Your recruiter reviews a shortlist instead of building one.
Nobody gets submitted with a document missing
Outstanding items are detected on the candidate record, chased automatically, and submission to the client is blocked until the file is complete. The block is a system rule, not somebody remembering.
Follow-ups happen without a reminder list
A candidate who has not moved for a set number of days triggers a follow-up automatically, and so does a client who has not given feedback. Nothing goes cold because a recruiter was busy.
CVs parse themselves on arrival
An incoming CV is read on receipt, experience, licences and specialties extracted, and the candidate created without anyone retyping it. Duplicates are matched to the existing record.
Clients stop emailing to ask where things stand
Shortlists, interview stages and offer status visible in the client portal as they happen, drawn from the same records your recruiters work from. No second version to keep in step.
The roles at risk of falling through show early
The AI flags which roles are slipping and which candidates are likely to drop out, based on your own placement history, so a recruiter intervenes before the client asks.
Every recommendation the AI makes is visible and reversible, and every compliance decision is logged with a reason. The AI recommends. A person decides. It does not decide who gets submitted for a role.
The recruitment platforms we built, running live.
Two recruitment builds, shown properly, rather than three from other verticals dressed up to fill a row.
Good Work
A healthcare recruitment agency running 200 candidates across three spreadsheets, with compliance tracked by hand and no view of the live pipeline. We built recruiter, candidate and admin dashboards on a single data model, with per-candidate compliance checklists that gate progression: a candidate only advances when the file is complete.
The result came from closing pipeline leakage rather than sourcing harder. Placements rose 40% in the first quarter on the platform, without adding recruiters.
Doctor Locums
Placement was happening at the speed of one recruiter reading one CV at a time. We built a 12-variable matching engine that ranks physicians against open shifts in real time on specialty, licence status, location, availability, prior placement history and client preference, with a compliance layer that blocks booking before state licence, DEA and exclusion screening are confirmed.
The matching that used to happen by human eye now runs at machine speed, and the recruiter still makes the call.
Common questions
Do we own the ATS?+
Yes, 100% source code ownership.
Priced on what we build, not how many people use it.
Most custom developers make you book a call to find out the price. Here it is. From $8,000 fixed, paid across three milestones rather than upfront, and the same whether you run 50 nurses or 500.
If it goes wrong, that is our problem, not yours
What is the manual work costing you?
Tell us on a call. We will show you what a single system closes, and what it costs.
Book a discovery call
Honest answer on whether to build.
Start with a Blueprint
Workflow mapped. Fixed-price proposal in your hands.
Not ready for either? Ask us to arrange a call with a client already running one of these platforms. No pitch, just their experience.