AI for recruiting staffing agencies
AI for recruiting and staffing firms
First qualified submit wins the req. Sourcing, screening, and scheduling at machine speed; judgment stays human. 2x ROI in 90 days, or we work free.
Speed-to-submit decides everything.
The first qualified candidate usually wins the req. Hours matter, and sourcing by hand burns days.
Recruiters spend the day scheduling.
Back-and-forth emails to find one time slot, multiplied by every candidate, every round.
Your bench goes cold.
Placeable candidates from last quarter sit forgotten in the ATS while you source strangers.
What we build for recruiting and staffing firms
Candidate sourcing and shortlisting.
Profiles researched and matched against the req at volume. The recruiter reviews a shortlist instead of a haystack.
Personalized candidate outreach.
The outbound engine pointed at candidates: researched, specific to the person, CASL-compliant.
Interview scheduling automation.
Slots offered, confirmed and rescheduled without a recruiter playing calendar tennis.
Screening and structured scoring support.
Consistent first-pass screens against the req's actual criteria. A recruiter makes every call.
Bench re-engagement.
Past candidates resurfaced automatically the moment a matching req lands.
Client submittal packs.
Formatted, complete and fast, so your candidate is the first qualified one on the desk.
Proof from the pattern
The Breez build is the recruiting mechanic under a different label: thousands of prospects researched, qualified and approached with specifics. Pointed at candidates instead of customers, it is the same system.
We guarantee 2x ROI inside 90 days. Our average client sees 4.1x within 120. The floor is the promise; the average is what actually happens.
The numbers in recruiting and staffing firms
Mastercard cut interview scheduling time by more than 85% and scheduled 88% of interviews within 24 hours (Phenom, 2025, vendor case study).
Phenom · 2025
In 2025, 41% of talent-acquisition teams piloted AI interview scheduling and 23% standardized it (HeroHunt, 2025).
HeroHunt · 2025
Built around your rules
PIPEDA and BC PIPA
Candidate personal information handled to respect both, with consent and access rights designed in.
Human rights law
Built to respect the BC Human Rights Code and its equivalents: screening criteria are structured and auditable, designed to avoid protected-ground proxies, and a person makes every shortlist and placement decision.
CASL
Candidate and client outreach is consent-based, identified and unsubscribable.
Transparency
Candidates can ask how their data was used and get a real answer. The audit trail exists because we built one.
Candidate data is handled to respect PIPEDA and BC PIPA, outreach is CASL-first, and every screening decision traces to a named human.
Tech choices for recruiting and staffing firms
See the full capability mapClaude
Req-to-candidate matching and personalized outreach drafting.
Apify
Candidate and market research at volume.
Supabase
Bench, consent and pipeline store.
Run your numbers.
Your operations
Savings use the low end of our 25-50% hours-reclaimed range. The math is conservative on purpose.
The math
Calculated at the low end of every range.
If this math doesn't come true within 90 days, we work for free.
The hard questions
Free · 3-5 days
Know your number in five days.
We map your operations, find the highest-ROI automations, and hand you a ranked plan with the payback math attached. Yours to keep, whoever builds it.
Prefer to talk first? Book 15 minutes with James. No pitch deck.