We Build AI Agents & Automations
for Recruitment Businesses.
Most consultants have 500 warm candidates buried in a CRM nobody updates. The placements that should take days take weeks because sourcing, screening, and scheduling eat the desk. LinkedIn rebuilt Recruiter around AI assistance. Beamery and Eightfold re-platformed around agentic matching. The question isn't whether AI transforms recruitment — it's which builds give your desk the unfair advantage first.
AI Agents Recruitment Firms Are Deploying in 2026
LinkedIn rebuilt its Recruiter product around AI in 2025. Beamery and Eightfold re-platformed around agentic talent matching. Every major recruitment technology platform shipped agent features in 2026. The desks building these first are already working more roles with the same headcount. Every one of these can be built for your firm.
Searches across LinkedIn, job boards, your internal database, and other connected sources simultaneously, identifies candidates matching your role criteria, enriches each profile, generates a personalised outreach message calibrated to the specific candidate's background, and queues for consultant review and send. Consultants review and approve — they do not spend 3 hours per day doing the research themselves.
Reads every application against your role brief criteria, scores candidates against the requirements, produces a ranked shortlist with reasoning for each recommendation, and flags edge cases that need consultant review. The consultant reviews a shortlist with context, not a pile of unread applications. Time-to-shortlist drops from days to hours.
Coordinates availability across candidates and hiring managers automatically, proposes suitable slots, sends confirmations and calendar invites, manages reschedules and cancellations, and sends reminders to all parties. The back-and-forth that consumes hours of consultant time per role becomes fully automated. Consultants focus on candidate preparation and client relationships.
Maintains warm relationships with your passive candidate database — sending relevant market updates, role alerts, and personalised touchpoints at appropriate intervals. Candidates stay warm without consultant time. When a relevant role opens, the right candidates are already engaged rather than cold in a CRM nobody has touched in 18 months.
Sends structured reference requests to nominated referees, collects responses using a standardised questionnaire, synthesises the feedback into a structured reference report, flags any concerns for consultant review, and stores everything against the candidate record. Reference checking that takes 2–3 days of chasing happens in hours without consultant involvement.
Maps talent pools across target companies and sectors, tracks career moves and promotions, benchmarks compensation against live market data, identifies competitor hiring patterns, and produces market intelligence reports for retained searches and new client development conversations. Consultants walk into client meetings with data their clients don't have.
Implementations & Automations
Structured builds with defined scope, timeline, and starting price.
Candidate Pipeline Management
The CRM, ATS integration, and automation layer that turns your candidate database from a passive archive into an active competitive asset.
Candidate data split between an ATS, LinkedIn, and consultant email inboxes. No unified view. The same candidate pitched to the same client by two consultants on the same desk.
Unified candidate view across every source. Duplicate outreach eliminated. Consultants working from one system rather than switching between four.
Consultants spending 3 hours per role on sourcing research and outreach writing. High-volume, repeatable work that produces inconsistent results depending on who does it and how tired they are.
Sourcing research automated across connected platforms. Personalised outreach drafts generated at scale. Consultants review and send — they don't research and write from scratch.
High-volume roles receiving 200 applications. Consultants reading each one manually. Time-to-shortlist measured in days. Senior time spent on first-pass filtering instead of relationship work.
Applications screened against your brief automatically. Ranked shortlist with reasoning delivered within hours of the closing date. Consultant reviews a shortlist, not a pile.
Interview coordination consuming 45–60 minutes per placement in back-and-forth emails. The same scheduling problem repeating across every active role, every week.
Scheduling coordinated automatically across candidates and clients. Confirmations, reminders, and reschedule management handled without consultant involvement. Each role saves hours.
Client Management & Business Development
For recruitment firms that want to grow their client base systematically rather than through individual consultant relationships that leave with the consultant.
Business development tracked informally. Client relationships owned by individual consultants. When a consultant leaves, the clients go with them because there's no firm-wide system.
Client relationships owned by the firm, not the individual. BD pipeline visible across the business. New business systematically followed up rather than depending on who remembers to call.
Job briefs taken over the phone and written up inconsistently by whoever took the call. Critical information missing. Consultants sourcing against an incomplete brief and wondering why the shortlist doesn't land.
Structured brief captured from a consistent intake form. Every consultant working from complete information. Shortlist quality improves because the brief quality improves first.
No systematic reporting to clients on search progress. No placement analytics to identify which roles take longest, which sources produce the best placements, or which consultants need support on specific role types.
Clients receive structured progress updates automatically. Placement analytics visible by consultant, role type, and source. Business decisions informed by data, not memory.
Talent Pool & Engagement
The passive candidate database is either your biggest asset or your biggest waste — depending on whether there's a system for keeping it warm.
3,000 candidates in the database. 200 of them placed in the last 12 months. The other 2,800 haven't heard from the firm in over a year. When a role opens, they're cold — and probably talking to a competitor.
Personalised market updates, relevant role alerts, and periodic touchpoints sent automatically. Database stays warm. When a role opens, candidates are already engaged not cold-outreached.
Contractor onboarding managed over email threads. Compliance documentation chased manually. Timesheet and invoice management consuming admin time that should be billable desk time.
Onboarding documentation collected automatically. Compliance tracked with escalation triggers. Timesheet reminders and invoice management run without manual chasing. Margin on contractor business improves.
Market Intelligence
For specialist and executive search firms where market knowledge is the product — the salary benchmarking, D&I analytics, and talent mapping that clients pay for.
Salary data outdated by the time the brief is written. Market intelligence based on what consultants heard on calls last month. Clients making hiring decisions on stale benchmarks and losing candidates at offer stage.
Live salary benchmarks from connected data sources. Market intelligence updated continuously. Consultants go into salary conversations with current data. Offer acceptance rates improve.
Clients asking for D&I data on the search process. No structured way to track pipeline diversity metrics. Consultants unable to answer the question in the review meeting.
Pipeline diversity tracked at every stage automatically. D&I reporting available per role and per client. Consultants answer the question with data, not a vague assurance.
Not sure which scope to start with?
Most recruitment firms start with scheduling automation or talent pool nurture, see the time recovered in the first month, then scope the full candidate pipeline layer.
Starter
One focused build. Interview scheduling, job brief intake, or contractor onboarding — results before committing to anything bigger.
Growth
CRM with connected candidate pipeline and client BD — plus at least one AI agent. The desk starts working significantly more roles without additional headcount.
Enterprise
Custom sourcing agents, CV screening, talent intelligence, market mapping, and full ATS integration. For firms transforming how they compete.
They built exactly what we needed without overcomplicating it. The system has been running for months without us having to touch it.
Every recruitment build is led by one of us directly.
Recruitment implementations involve candidate data privacy, GDPR obligations on both candidate and client information, and ATS integrations that most CRM consultants configure incorrectly. Shivam Kapoor and Sonam Malhotra are active on every project — you work with people who've built these systems before, not a team learning on your live database.
Know exactly what your desk
needs to build. In 30 minutes.
Free audit. We map which agents and implementations give your consultants the unfair advantage, in what order, and what outcome to expect.
What recruitment businesses ask us — answered straight.
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