Hiring & Staffing Sub-Account Kit

1. No. 01

   1 AI Receptionist

   Component 01 · AI Receptionist

   The problem

   A candidate who applies at seven in the evening goes to whoever rings first, and a hiring manager with an urgent vacancy will not leave a second voicemail. Building a receptionist that tells those two callers apart is per-desk work an operator repeats.

   Once it is loaded

   Caller type is established in the first question. Candidates are screened against role criteria and booked into a screening call, while a hiring manager with a live vacancy reaches a consultant with role, rate and start date already captured.

   How it pays back

   If separating the two caller types by hand costs an operator six hours per desk and an agency asks you to stand up four sector desks, that is three working days saved before the first placement is anywhere near the pipeline.

2. No. 02

   1 AI Chatbot

   Component 03 · AI Chatbot

   The problem

   One assistant has to serve a jobseeker wanting shift patterns and a hiring manager wanting cover by Monday, and getting that wrong sends client pricing to a candidate. Configuring the split per desk is deliberate work, not a template drop.

   Once it is loaded

   The assistant runs two conversation tracks on the same channels, qualifying candidates against role criteria and right-to-work basics while handling client vacancy intake separately, so a candidate never receives margin talk and a client never receives a job alert.

   How it pays back

   Assume a desk receives eighty candidate messages a week outside office hours and one in twenty leads to a placement carrying eight hundred of margin; the account funds itself on a fortnight of overnight traffic no consultant was awake for.

3. No. 03

   Pipelines

   Not one of the nine — what they run on

   The problem

   Ask a merged board how many people are available against how many roles are open and it cannot answer, because a candidate and a vacancy were forced into shared stage names. Unpicking that after go-live is the most expensive rebuild in this trade.

   Once it is loaded

   A candidate board runs registered, screened, compliance cleared, submitted, interviewing and placed; a client board runs vacancy taken, shortlist sent, interview arranged and offer accepted; contracts nearing an end date are tracked separately for redeployment.

   How it pays back

   If merging the boards costs an operator two days to unpick per desk and you have loaded six staffing accounts, keeping them separate from the start is a fortnight of rework avoided and a consultant who trusts the numbers on screen.

4. No. 04

   Workflows

   Not one of the nine — what they run on

   The problem

   Day one is where placements die: a candidate accepts, then ghosts on the Monday morning, and the client remembers only that the agency failed. Building the pre-start contact chain and the contract-end redeployment trigger per desk is grinding automation work.

   Once it is loaded

   Compliance document chasing ahead of a start date, a pre-start confirmation sequence in the days before day one, a morning-of check, an aftercare touch at week one and a redeployment trigger firing before a contract end are all wired and branching.

   How it pays back

   If a desk loses four starts a year to day-one ghosting and each carried eight hundred of margin, the pre-start chain defends thirty-two hundred, and on your side it is nine hours of build per account you now load rather than write.

5. No. 05

   Appointment reminders, confirmations and no-show recovery

   Component 05 · Smart Appointment System

   The problem

   An interview no-show costs a staffing agency twice, because the candidate is lost and the client relationship takes the damage. Screening calls, client interviews and compliance appointments each need their own ladder, which is three builds per account rather than one.

   Once it is loaded

   Screening calls, client interviews and document appointments each carry their own confirmation and reminders at twenty-four hours, one hour and fifteen minutes with address and contact name, and a missed interview is called within the hour, targeting seventy per cent recovery.

   How it pays back

   If a desk arranges thirty interviews a month and a fifth do not happen, recovering most of those at a placement margin of eight hundred and a one-in-four conversion is real money the consultant did not have to source a second time.

6. No. 06

   Funnels

   Not one of the nine — what they run on

   The problem

   A staffing agency needs two entirely different conversion paths and most sites have one contact form doing both jobs badly. Building candidate registration and a separate employer vacancy intake per desk is work an operator repeats sector by sector.

   Once it is loaded

   Candidate registration with right-to-work and availability questions, a job application path by role type, an employer vacancy intake capturing rate, shift pattern and start date, and a temporary cover request path arrive built and routed to the correct board.

   How it pays back

   If an employer intake page built properly is three hours and a candidate registration path another three, six hours per desk across four sector desks is three working days, and no consultant rings a client back to ask what the shift pattern is.

7. No. 07

   AI Studio website

   Component 04 · Professional Website

   The problem

   One site has to speak to a jobseeker and a hiring manager without either reading copy meant for the other, and an operator rebuilds that split every time the agency opens a new sector desk or decides to chase a different vertical.

   Once it is loaded

   Sector pages, an employer-facing page written for hiring managers, candidate-facing pages written for jobseekers, registration and vacancy forms wired to their own boards, and a structure that keeps the two audiences apart arrive complete.

   How it pays back

   If a recruitment site with two audiences is sixteen hours of build and you deliver four a year, that is eight working days, and the desk starts advertising in days, because a desk billing in month one does not cancel in month three.

8. No. 08

   Nurture campaign

   Component 02 · AI Outbound Caller + Component 08 · Database Reactivation

   The problem

   The dormant candidate pool is the cheapest sourcing an agency owns and it goes untouched, because a blanket availability blast burns it. Writing a reactivation that approaches somebody by the role type they registered for is work operators never have time for.

   Once it is loaded

   Stalled candidates get a cadence keyed to their registered role type, clients who took a shortlist and went quiet get a follow-up with an outbound call, and the dormant database is worked in cohorts by sector and last contract end rather than all at once.

   How it pays back

   If a desk holds three thousand registered candidates and a careful cohort approach re-engages one in a hundred into a placement at eight hundred margin, that is twenty-four thousand from a list already paid for, which is a straightforward renewal conversation.

9. No. 09

   Review automation

   Component 06 · Review Harvesting + Component 07 · Review Automation

   The problem

   A staffing agency needs proof from two sides, a candidate who got a good contract and a hiring manager who got cover on time, and the right moment to ask each is different. Wiring two separate triggers per desk is the fiddly part that never gets done.

   Once it is loaded

   The candidate ask fires after a settled first week in post, the client ask fires once a placement passes probation, both pass a satisfaction gate, and the cadence runs multi-touch across rotating platforms, aiming at five to ten reviews a month.

   How it pays back

   If candidates choose an agency on what other workers say, steady review velocity lowers what a desk spends on job board advertising, and a client whose advertising spend falls while placements hold is a client who stops shopping for another agency.

10. No. 10

    Seasonal automation

    Component 09 · Lifetime Nurture Campaigns

    The problem

    Staffing demand runs on its own clock: seasonal peaks in warehousing and hospitality, contract end dates clustered at quarter boundaries, annual rate reviews and the January jobseeker surge. Building that calendar per desk is an afternoon nobody has in December.

    Once it is loaded

    Peak-season availability campaigns, contract-end redeployment prompts timed on the end date, annual client rate review reminders, a January candidate surge campaign and a referral prompt to placed workers are scheduled against the sector calendar for that desk.

    How it pays back

    If redeployment prompts fired before contract end keep six workers a year on assignment instead of on the bench, at eight hundred margin apiece, that is forty-eight hundred defended by a campaign you loaded rather than an afternoon you spent building it.

11. No. 11

    Custom values

    Not one of the nine — what they run on

    The problem

    A client renegotiates a charge rate mid-year and the desk margin target moves with it. If those numbers were hard-coded into automations, an operator ends up opening automations to reflect a commercial conversation he was never part of.

    Once it is loaded

    Sector charge rates, margin targets, pay frequency, required compliance documents, right-to-work checking wording, notice period and consultant contact details sit at account level, so opening a second desk is a configuration screen rather than a duplication exercise.

    How it pays back

    If a rate renegotiation chased through workflows costs two hours per desk and an agency renegotiates with its major clients each year, four desks is eight hours annually, plus the wrong charge rate that never reached a hiring manager in writing.

12. No. 12

    Custom fields

    Not one of the nine — what they run on

    The problem

    Two record shapes are needed here, not one. A candidate carries availability, right-to-work status, certification expiry, shift preference and a minimum rate; a client carries charge rate, margin and purchase order references, and a blank account provides neither.

    Once it is loaded

    Candidate records carry availability, compliance document status and expiry, certifications, shift preference, rate expectations and placement history, while client records carry charge rate, margin, purchase order references and vacancy history, kept as two distinct shapes.

    How it pays back

    If designing two record shapes and their reporting takes an operator a day per desk, doing it once across six staffing accounts is six working days, and margin per placement becomes a number the agency can read rather than estimate.

13. No. 13

    Forms and surveys

    Not one of the nine — what they run on

    The problem

    Clearance to start is a document problem: right-to-work evidence, certifications and references all have to land before a start date, and a desk collecting them as email attachments cannot say which candidate is actually clear to work on Monday.

    Once it is loaded

    Candidate registration, a compliance document upload capturing expiry dates, a reference request form, an employer vacancy brief and a post-placement survey for both sides arrive built and mapped, so clearance status is a field rather than an inbox search.

    How it pays back

    If chasing documents by email costs a consultant three hours a week and a desk runs four consultants, that is twelve hours returned weekly, and for you it is four hours of form building per account replaced by loading the kit.

On purchase you receive two things: one snapshot link, and one PDF with full installation instructions. Installation is not in the kit price — load it yourself from the PDF, or add installation by us for $200 a sub-account. Every payback figure above is an illustrative scenario with its assumptions in the sentence, not a measured customer result.