The average time-to-fill is 44 days. Recruiters spend up to 80% of their week on administrative tasks instead of selling and relationship-building. Gross margins have compressed to 25–35% while temporary worker turnover hits 419% annually. We build candidate matching, intake automation, and redeployment engines on your existing ATS and VMS — so your recruiters spend time on placements, not paperwork.
44 days
Average time-to-fill across staffing industry
63%
Of recruiter time spent on admin, not revenue work
$14,900
Minimum cost of a bad hire — SHRM estimates 50–200% of salary
419%
Annual turnover rate for temporary workers
The Problem
250+
Resumes reviewed per open position on average
Job boards generate volume, not quality. Your recruiters spend hours scanning resumes that don't meet basic qualifications. AI-powered candidate matching scores and ranks applicants against job requirements, experience patterns, and your historical placement data — surfacing the top 10–15 candidates in seconds instead of days. We connect to your existing ATS (Bullhorn, JobAdder, Avionté, or whatever you run), ingest your job orders, and deploy matching models trained on your successful placements. Typical engagement: connected and scoring within 3 weeks. Fixed scope, fixed price.
30%
Of placements that fail within the first 90 days
Early turnover costs 50–75% of the placement fee in rework, client relationship damage, and lost margin. The root cause in most cases: misalignment between the candidate's actual capabilities and the role requirements, or poor onboarding follow-through. We build predictive retention models that flag at-risk placements before they fail — using engagement signals, skill-fit scoring, and historical turnover patterns from your data. The system triggers automated check-in sequences and escalation alerts so your account managers intervene early, not after the resignation.
40%
Of placed candidates are redeployable but never contacted
Staffing agencies sit on thousands of candidates who've already been vetted, placed, and completed assignments. Redeploying an existing candidate costs a fraction of sourcing a new one and fills roles faster. But with recruiters buried in new requisitions, the bench goes cold. We build redeployment engines that automatically match ending assignments to open orders, trigger outreach sequences, and surface your best redeployment candidates before recruiters even start sourcing externally. Connected to your ATS — no new system to learn.
What We Build
Automated resume scoring against job requirements, experience patterns, and your placement history. We connect to your ATS and rank every applicant — reducing time-to-shortlist from days to minutes while improving match quality based on what's actually worked for your clients.
Digital candidate intake that collects credentials, certifications, references, and compliance documents before your recruiter's first call. Automated onboarding workflows handle I-9s, background checks, and client-specific requirements — eliminating the manual chasing that consumes recruiter hours.
Automated matching of ending assignments to open orders. The system monitors assignment end dates, candidate preferences, and skill alignment — then triggers outreach sequences and surfaces redeployment opportunities to your recruiters before external sourcing begins.
Automated tracking of certifications, licenses, background check expirations, and client-specific compliance requirements. The system sends renewal reminders, flags gaps before they become placement blockers, and maintains audit-ready records connected to your existing systems.
AI-driven analysis of fill rates, time-to-submit, and client satisfaction patterns. The system identifies accounts at risk of attrition, flags upsell opportunities based on order patterns, and arms your sales team with the data they need to retain and grow accounts.
Early warning system for at-risk placements using engagement signals, tenure patterns, and satisfaction indicators. Automated check-in sequences maintain candidate contact throughout assignments — catching problems before they become turnover events.
Return on Investment
320% first-year ROI. 22 hours recovered per recruiter per week. Measurable in 60 days.
AI-enabled staffing agencies report 320% first-year ROI and 22 hours saved per recruiter per week — that's $50,000 in recovered capacity per recruiter annually. For a 20-person team, that's 440+ hours per week redirected from screening and admin to placements and client development. At average placement fees of $5,000–$15,000, converting just 2–3 additional placements per month from that recovered capacity pays for the entire system in the first quarter. Every engagement starts with a 2-week workflow diagnostic: we map where recruiter time goes, identify the highest-impact automation targets, and deliver working systems on your existing ATS. You measure the improvement against your own fill rates and margin data.
Ready to start
A 30-minute discovery call costs nothing. We’ll map your biggest operational bottleneck and tell you exactly what’s automatable.
Book a Discovery Call