Recruitment

Recruitment workflow automation for independent agencies

Your consultants should be on the phone with clients and candidates. Instead, they're updating the ATS, chasing CVs and doing admin that an AI staff member could handle — so they can stay on billing work.

The Challenge

What's eating your recruitment team's time?

CV screening and first-pass qualification

CV screening and first-pass qualification

Consultants manually cross-reference every inbound CV against role requirements before a single relevant candidate is identified. Volume spikes make this unmanageable.

ATS and CRM data entry

ATS and CRM data entry

Every candidate interaction — calls, emails, LinkedIn messages — needs logging. In practice it gets done inconsistently, leaving the database unreliable and searches returning stale results.

Candidate chasing and status updates

Candidate chasing and status updates

Keeping candidates warm between stages means dozens of routine messages a week. If they don't go out, candidates drop out. If they do, a consultant spent time on admin instead of a client call.

Compliance and right-to-work documentation

Compliance and right-to-work documentation

Chasing documents, checking expiry dates, confirming references — essential compliance work that lands on consultants who should be billing, not administering.

AI Staff

AI staff we deploy for recruitment firms

Three roles that take the repeatable admin off your consultants' desks from day one — each with defined KPIs and a 90-day probation.

PIPELINE

ATS Management

Keeps candidate records up to date across your ATS and CRM. Logs every touchpoint, sends stage-appropriate messages to keep candidates warm, chases outstanding compliance documents and flags anyone who's gone cold.

KPIS

ATS completeness rate · Candidate drop-off rate · Hours returned to consultants per week

CV SCREENING

Candidate Qualification

Reads inbound CVs against agreed criteria, scores candidates against the role requirements and logs qualified candidates to the ATS with a structured summary — flagging edge cases for consultant review. Your consultants see a shortlist, not a pile.

KPIS

Time-to-shortlist · Consultant hours saved · Qualification accuracy rate

COMPLIANCE

Right-to-Work Chasing

Tracks outstanding right-to-work documents, references and compliance certificates across your placed and active candidates. Sends automatic reminders, flags upcoming expiry dates and logs completed checks to the ATS — so your consultants know exactly what's missing without having to chase it manually. KPIs:

KPIS

Compliance completion rate · Expiry flag lead time · Hours returned to consultants per week.

Our Process

A proven framework for adding AI staff to your business.

We use a simple four-phase process to define the role, onboard the agent and track performance from day one.

Define the role

We start by treating this like any new hire. Together we identify the work you want off your team's plate, choose the first role to target, and agree how we'll measure success.

Build and onboard

We build the agent around your tools, data and tone of voice. Accounts set up, access granted, training materials loaded, practice runs in a safe environment.

90-day probation

The agent takes on live work with clear limits. We review performance with you regularly, just as you would with a new hire. Clear KPIs, clear bar.

Performance review

At the end of probation we sit with the data. If the agent is delivering, we widen responsibilities or add a second role. If it isn't, we change the brief or retire it.

Our Process

A proven framework for adding AI staff to your business.

We use a simple four-phase process to define the role, onboard the agent and track performance from day one.

Define the role

We start by treating this like any new hire. Together we identify the work you want off your team's plate, choose the first role to target, and agree how we'll measure success.

Build and onboard

We build the agent around your tools, data and tone of voice. Accounts set up, access granted, training materials loaded, practice runs in a safe environment.

90-day probation

The agent takes on live work with clear limits. We review performance with you regularly, just as you would with a new hire. Clear KPIs, clear bar.

Performance review

At the end of probation we sit with the data. If the agent is delivering, we widen responsibilities or add a second role. If it isn't, we change the brief or retire it.

Our Process

A proven framework for adding AI staff to your business.

We use a simple four-phase process to define the role, onboard the agent and track performance from day one.

Define the role

We start by treating this like any new hire. Together we identify the work you want off your team's plate, choose the first role to target, and agree how we'll measure success.

Build and onboard

We build the agent around your tools, data and tone of voice. Accounts set up, access granted, training materials loaded, practice runs in a safe environment.

90-day probation

The agent takes on live work with clear limits. We review performance with you regularly, just as you would with a new hire. Clear KPIs, clear bar.

Performance review

At the end of probation we sit with the data. If the agent is delivering, we widen responsibilities or add a second role. If it isn't, we change the brief or retire it.

FAQs

Frequently Asked Questions

The practical details on tools, data, cost and what happens if a role doesn’t work out.

Which ATS and recruitment platforms do your agents work with?

Who approves what the agent does — especially for candidate-facing messages?

How do you protect sensitive candidate data?

What does it cost compared to hiring an extra resourcer or administrator?

What if the agent doesn't perform as expected?

© Sparc Labs Ltd 2026

© Sparc Labs Ltd 2026