Solutions
Which AI sourcing setup fits your recruitment team?
AIcruiters runs the same sourcing workflow for every team: vacancy analysis, market search, evidence-based ranking, personal outreach and handover. What changes is the setup. An agency optimises for speed and margin, a staffing firm for volume, in-house TA for hiring managers and budget, executive search for discretion, and an RPO provider for scale across clients.
What makes your sourcing problem different?
Most teams recognise themselves in one question. Where does sourcing hurt most today: in the hours consultants spend searching, in the number of roles you have to fill at once, in the cost of seats and agency fees, or in the risk of approaching the wrong person?
The answer decides how much the agent does on its own, where a recruiter approves, and which part of the platform carries the most weight.
- You bill clients per placement and lose roles to faster agencies: start with recruitment agencies.
- You fill the same roles again and again, often at short notice: start with staffing and secondment.
- You hire for your own organisation and want to rely less on agencies: start with in-house talent acquisition.
- Your mandates are confidential and your markets are small: start with executive search.
- You run recruitment for several client organisations under agreed service levels: start with recruitment process outsourcing.
Solutions by team type
Each page explains the workflow, the approval setup and the business case for that way of recruiting.
- 01Recruitment agenciesAI sourcing for recruitment agencies: every mandate searched, ranked and approached, with the consultant in control.
- 02Staffing agenciesAI sourcing for staffing and secondment firms: repeat roles, volume orders and a growing candidate pool.
- 03In-house TAAI sourcing for in-house talent acquisition: fewer agency fees, better intakes, outreach in your employer voice.
- 04Executive searchAI research for executive search: market mapping, explained longlists and outreach a partner approves.
- 05Recruitment process outsourcingAI sourcing for recruitment process outsourcing providers: more client programmes, agreed service levels, traceable work.
What stays the same in every setup?
Recruiters decide
Approval rules per action, and uncertain cases go to a person. See human in the loop.
Every ranking is explained
Matching experience, missing requirements and risk factors per candidate.
The case is calculated on your numbers
Seats, sourcing hours and vacancy volume, compared with LinkedIn Recruiter.
Not sure which setup fits?
Bring one active vacancy. We show the workflow on it and tell you which setup makes sense for your team.