Candidate intake, CV parsing, client briefs, interview scheduling, status updates. The work that fills your consultants’ days is mostly admin around a few real conversations. We build the tools that take the admin off their plate, so the conversations come back.
A few workflows where teams in your industry typically lose hours. Each is a concrete starting point we can shape with you.
A single page where a candidate uploads their CV, answers your screening questions and confirms their availability. The CV is parsed into structured fields, and the candidate lands on your consultant’s desk ready to be reviewed instead of re-keyed.
Each client sees the shortlist for their open roles, the candidates currently in process, the interview feedback already collected, and the next steps. Replaces most of the chasing emails between consultants and hiring managers.
Interview confirmations, document chases, post-placement check-ins. Sent automatically on the channel each candidate or client actually answers, so the consultant only steps in when there is a decision to make.
These are use cases we’ve scoped or shipped before. Pick one that resembles your situation, or describe yours and we’ll shape it together.
Candidates submit themselves through a single page. The CV is parsed into your fields, the screening answers are stored alongside, and the consultant opens a clean profile instead of re-typing one.
Each client logs in and sees the shortlist for their open roles, with profiles, status and next steps. Hiring managers leave feedback in one place, your consultants stop chasing replies in long email threads.
Candidates pick the slot that works for them, the calendar invite goes out, and reminders land on WhatsApp or SMS the day before. Fewer no-shows, fewer reschedules clogging your consultants’ inboxes.
Role briefs, candidate summaries, contract drafts and offer letters all generated from your firm’s templates with the role and candidate details already filled in. Your consultants review and adjust instead of starting from a blank page.
A private assistant on top of your candidate database. Ask it for finance directors who have moved roles in the last two years and speak Dutch, and it points to the actual profiles your firm has already met.
Automatic check-ins with placed candidates and hiring managers at thirty, sixty and ninety days. The consultant gets flagged when something needs attention, and warm references build themselves quietly.
Tell us about your firm and the workflow that’s costing you the most time. We’ll come back with what we’d build, how, and how long it takes.