Hiring in Staffing Agencies

• Delivery desks

  Contingent, retained and executive-search desks.

  Contingent perm desks · Retained search desks · Executive search practices · Boutique vertical desks

• Contract & interim

  Contract, interim and day-rate desks.

  Contract recruitment desks · Interim management desks · Statement-of-work delivery pods

• RPO & MSP

  Managed programmes for enterprise clients.

  RPO delivery pods · RPO leaders and account directors · MSP delivery teams · Programme managers

• Sourcing capacity

  Sourcers, researchers and talent research.

  Sourcers · Talent researchers · Market mapping specialists

• Client delivery leadership

  Practice leaders and account directors.

  Practice leaders · Account directors · Delivery managers

• Candidate pipeline support

  Pipeline analysts and coordinators.

  Recruiting coordinators · Pipeline analysts · Candidate care specialists

• Recruiter capacity

  Every recruiter has a ceiling on active searches. Our workspace absorbs the intake, scoring and ranking work so recruiters run more mandates without dropping quality.

• Consistent quality across desks

  Different recruiters shortlist differently. A shared rubric per mandate keeps quality consistent across desks and hand-offs.

• Client-ready output

  Shortlists arrive with evidence tied to the CV, ready to present. Recruiters spend less time formatting profiles and more time closing.

• Multi-role demand support

  Concurrent mandates for the same client or vertical share intake artefacts and calibration, without merging their shortlists.

Every candidate is scored against the role's rubric, and every score points back to a specific line in the CV. For staffing agencies, these are the signals that carry weight:

• One workspace per client mandate
• Rubric per requisition, applied consistently
• Human review before candidates go to client

• AIRS certifications
• REC / APSCo qualifications (UK)
• NPAworldwide

1. A ranked set of candidates, each with a score and the evidence behind it.
2. Eligibility checks resolved before the candidate reaches you — right to work, credentials, location model.
3. Salary expectation against your band, stated plainly, before you invest interview time.
4. One decision per candidate: advance, hold or decline, reversible for a short window.

Candidates stay invisible to you until we've reviewed them for your specific role, and contact details are released as a separate step.