Recruitment CRM Development
Recruitment is genuinely two-sided, and that is why generic CRMs fail at it. You run a pipeline of candidates and a pipeline of roles, each with its own stages, and the actual work is matching them.
Discuss your projectTwo pipelines and a matching layer
A candidate progresses through registration, screening, availability and placement, and then becomes available again. A role progresses through brief, shortlist, interviews, offer and fill. Neither is a sales deal and neither can be modelled as a single pipeline, because a candidate is submitted to several roles and a role considers several candidates.
Generic CRMs force one side to be the deal and the other to be a note, which means your consultants keep the real state somewhere else — usually a spreadsheet and their memory. That is the diagnostic symptom: if your consultants maintain a parallel list, the CRM is not modelling the business.
The third object that generic systems lack is the submission or placement — the link between one candidate and one role, with its own status, feedback and history. That object is where recruitment actually happens, and reporting on it is what tells you your submission-to-interview and interview-to-offer ratios, which are the numbers that run a desk.
What we build
Candidate records that stay useful
Skills, experience, availability, salary expectations, location and right-to-work status, searchable properly. A candidate placed two years ago is a candidate again, and their history should be intact.
Role and client management
Briefs with requirements, rates, fee agreements and the hiring process, plus the client relationship and contacts behind them.
Submissions as records
Each candidate-to-role submission tracked with status, feedback and dates, which is what makes ratio reporting possible.
Matching and search
Requirements against your candidate pool, with proper search across CVs rather than keyword matching on a few fields.
Interview scheduling
Across candidate availability and client interviewers, which is a genuine coordination problem and a large share of consultant time.
Placement and billing
Permanent fees, contract margins, timesheets where you place contractors, and the invoicing that follows.
Compliance records
Right to work, qualifications, references, and sector-specific checks, with expiry dates alerted before they lapse.
Desk reporting
Submissions, interviews, placements and revenue by consultant and by client, which is how recruitment is actually managed.
Candidate data is the compliance constraint
A recruitment database is a large volume of personal data about people who are not your customers, much of it collected with light consent and held indefinitely. Under GDPR that is a real exposure, and it is the area where recruitment businesses are most often out of step with their own policies.
So the build carries it: a lawful basis recorded per candidate, a retention period that is enforced rather than aspirational, automatic review or deletion when a candidate has been inactive for the period you set, and the ability to find, export and delete everything about one person when they exercise their rights — including CVs in document storage and references in email, not merely the CRM record.
We would also recommend being deliberate about what you collect. CVs frequently contain date of birth, nationality, photographs and health information that you have no need for and would rather not hold. A field-level decision about what is retained from a CV reduces your exposure substantially and costs nothing.
Common questions
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Describe the problem and we will come back with scope, timeline, and a rate. No obligation to proceed.
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