Solutions · Recruitment agencies
AI sourcing software built for recruitment agencies
For a recruitment agency, AIcruiters is the sourcing layer next to your ATS or CRM. For every open mandate it analyses the vacancy, searches the market, ranks candidates with evidence and sends personal outreach. Consultants get interested, pre-qualified candidates and spend their time on clients and conversations, not on searching across one seat per person.
Why does sourcing decide an agency's margin?
Because an agency only earns when a candidate is placed, every hour of searching on a role you do not fill is cost without revenue. On contingency work that risk is structural: the client briefs three agencies, and the fee goes to whoever presents the right person first.
Most agencies scale by adding consultants. Each new consultant brings a salary, a LinkedIn Recruiter seat and a learning curve before their searches are as good as those of your best people. Revenue per consultant stays roughly flat, and so does the margin.
An agent breaks that link. The search, screening, ranking and first outreach run for every open mandate at the same time, so one consultant can carry more roles without the quality of each search depending on how busy they are that week.
What changes for a consultant with ten open mandates?
A typical week for a consultant who manages client relationships and sourcing at once.
The consultant still owns the client, the intake, the interview and the offer.
How do you win the race against competing agencies?
By presenting a shortlist the client trusts, early. AIcruiters can start sourcing as soon as the vacancy is in, and every candidate arrives with the reasons they fit and the gaps you need to check. That makes the call to the client shorter and more convincing.
- Ranking shows matching experience, missing requirements and risk factors
- Your consultant checks the top candidates, not three hundred profiles
- Interested candidates are handed over with the full conversation
How does it work across many clients and vacancies at once?
Each mandate becomes its own workflow with its own criteria, tone and approval rules. A niche IT role for one client and a sales role for another do not share a search, and candidate data is limited to the workflow it belongs to.
You set which actions need approval. A common choice in agencies is to let messages for a long-standing client with clear requirements go out with lighter review, while a new client or a sensitive role goes through a consultant first; how finely those rules are split is agreed per implementation. For software engineers or other IT and tech profiles, where candidates get many messages, a generic first message is easy to ignore, so personal LinkedIn outreach is written from each profile.
Where agencies usually start
With the roles that eat the most search time and have a realistic fee: hard-to-fill permanent roles, repeat briefs from key accounts, or a desk where one consultant carries too many mandates.
What AIcruiters does not do
It is not an agency ATS or CRM and does not handle business development, invoicing or client portals. It does not decide who gets presented or hired. Positive replies go to your consultant, who takes it from there.
What does the business case look like for an agency?
The case rests on three numbers you already know. The savings calculator gives an indicative figure; in a demo we calculate it with your real contracts.
- 01
Seats per consultant
How many LinkedIn Recruiter seats you pay for, and how many are used mainly for searching. See what LinkedIn Recruiter costs.
- 02
Sourcing hours
The share of consultant time that goes to searching and screening instead of clients and candidates.
- 03
Mandates per consultant
How many open roles a consultant can carry before quality drops, and what one extra placement per month is worth.
Questions from agency owners
Do we still need LinkedIn Recruiter?
Maybe fewer seats. How many depends on how your consultants use them today: a consultant who mainly uses InMail to reach passive candidates for key accounts may keep a seat. LinkedIn Recruiter stays strong for direct manual search in its own network; we compare both on AIcruiters vs LinkedIn Recruiter.
Will candidates notice our messages are generated?
Messages are built from the vacancy and the candidate's profile, in the tone you set. You decide whether a consultant approves each message before it is sent.
Does it work with our agency ATS?
Agencies usually want placements, candidate notes and client history to stay in their own ATS or CRM, so the question is how interested candidates get there. Whether that is a direct integration, a structured handover or another setup is assessed per system.
Can two consultants approach the same candidate for different clients?
Each mandate runs as a separate workflow, and handovers carry the conversation history. How you want to handle overlap between clients is part of the setup we agree with you.
How fast can we test it?
Start with one real mandate. In the demo we run the workflow on it and agree the success criteria, such as relevant profiles, reply quality and consultant time returned.
Test it on a mandate you are working on now
Bring an open role. We run the sourcing workflow on it and calculate what it means for seats, consultant hours and mandates per consultant.