👔 FLAIRE for Recruitment & Staffing
Two pipelines, one platform. Candidates and clients moving in parallel — from sourcing to submission to placement to invoice — with cadences that close requisitions before the competing agency calls back.
Why placements slip and fees go uncollected
Most agencies run an ATS, a separate CRM for clients, a job-board posting tool, a video-interview tool, a back-office for payroll/billing, and email for everything else. Two-sided pipelines are unforgiving — one missed follow-up on either side and the deal dies.
No update from the client for five days; candidate accepts another offer or just stops responding. The recruiter is chasing the client and chasing the candidate — with no automation to keep either warm.
Resume sent Wednesday, reminder Friday, then silence. The req gets filled by a competing agency or an internal referral while your submission sits in someone's inbox. Pipeline visibility per req is the missing discipline.
Candidate starts Monday; the placement form lives in the recruiter's email; the bookkeeper finds out at month-end; invoice goes out two weeks late. DSO climbs, cash flow suffers, and the guarantee clock keeps ticking either way.
Without a candidate-ownership rule and a logged submission history, two recruiters submit the same person to the same client. The dispute eats hours, kills morale, and sometimes costs the agency the fee.
Built for how agencies actually fill the desk
Three persona-based plays. Pick the one that matches your model — or run multiple under one tenant if you do contingent placement, retained search, and temp/contract under the same brand.
Contingent Recruitment Agency (fee on placement, niche or generalist)
Fee earned only when you fill the req. Speed and submission discipline win. The play is sourcing depth, fast submission turnaround, candidate engagement that doesn't drop after the interview, and BD that books new reqs while you're filling the current ones.
Candidate pipeline (sourced, contacted, screened, submitted, interviewing, placed) and client pipeline (target, BD, signed agreement, active req) on the same dashboard. Candidate-to-req matching surfaces fits as they appear.
Per-candidate ownership window, every submission logged with timestamp and client, fee-eligibility rules enforced. Two recruiters never submit the same candidate to the same client — the system blocks it.
Placement triggers the invoice based on the signed fee agreement (% of first-year comp, flat, hybrid). Recruiter commissions calculated with splits and tiers; payable on cash or accrual per agency policy.
Candidate portal with interview prep, status updates, and message history. Client communication threads keep both sides looped in without anyone losing the chain.
Auto-fire "your candidate is going to interview" prep email, "your candidate accepted" notification to client, no-show recovery, and ghost recovery when a candidate stops responding for >48 hours.
Deep dive into two-sided pipelines, candidate-req matching, submission logs, BD pipelines, and the per-recruiter desk view tailored for contingent and retained agencies.
Executive Search / Retained (retainer-based, longer cycles)
Retainer paid in stages (engagement, midpoint, completion), longer cycle, deeper research, smaller candidate slates, board-level placements. The play is search discipline, off-limits compliance, and stakeholder communication that earns the next retainer.
Every assignment with the target spec, longlist research, off-limits firms list, source-of-candidate tagging, and the shortlist with stakeholder feedback per candidate.
Retainer billing per the engagement letter: engagement fee at start, midpoint at shortlist, completion at placement. Expense pass-through tracked, retainer revenue recognized correctly as work progresses.
Weekly progress reports to the client, board-pack-ready stakeholder updates, candidate-feedback workspace where the search committee can comment and rate confidentially.
Practice-area pages (CFO, CMO, CIO, board), partner bios, completed-search highlights (anonymized), thought-leadership content that wins the next retainer at the C-suite table.
Off-limits firms enforced at the candidate-record level for the agreement period. Placed-candidate anniversary touches, alumni-network engagement, and references-from-alumni capture for the next search.
Staffing / Temp & Contract
Bench of W-2 or 1099 contractors on assignment to client sites. Weekly time capture, weekly billing, weekly payroll. Margin per assignment is the metric; mis-classification is the risk. The play is bench utilization, fast onboarding, and clean back-office on a weekly cadence.
Contractor bench with skills, availability, current and pending assignments. Client requisitions matched to bench in real time; recruiter sees who can start Monday.
Contractor enters time from a phone; client approves; Atlas runs payroll (W-2 with right-tax setup, or 1099 payable) and bills the client at the contracted bill rate — same dataset, no re-keying.
Contractor onboarding through Echo: I-9 verification, W-4 or W-9, background check release, direct deposit, handbook acknowledgment — signed once, filed forever. Field issues ticketed and resolved without phone tag.
Branded job board (with optional Indeed / LinkedIn / Google for Jobs syndication), application landing pages by skill, and skills-test capture inside the form. Apply once, work many.
Assignment-end reminders 30/14/7 days out, client extension prompts, contractor redeployment matching, and credential-expiry alerts (license, certification, background check) before they lapse on the job site.
One req, sourced to placed to invoiced
A single requisition from client BD to candidate placement to invoice paid — running across all five products with two pipelines (candidate + client) staying in sync.
BD closes the client; fee agreement signed through the portal. New req opens on the client account with spec, comp range, location, and ownership.
Req posted to the agency job board; syndicated to Indeed / LinkedIn / Google for Jobs. Inbound candidates land in Nova; sourced candidates added to the same pipeline; existing bench surfaces as fits.
Top candidates submitted to the client with ownership locked. Pulsar fires day-2 reminder to the client, day-3 prep to the candidate, day-5 nudge to the client, day-7 escalation to the recruiter.
Candidate gets interview prep through Echo; client interviewer drops structured feedback on the candidate record after each round. Recruiter coaches both sides without anyone losing the thread.
Offer accepted; start date captured. Atlas generates the invoice per the fee agreement (% of first-year comp or flat), books the receivable, and calculates the recruiter commission with splits.
Guarantee clock starts (typically 90 days). Echo checks in with the placed candidate at 30/60/90. If they stay, the placement closes clean and the candidate joins the alumni network — tomorrow's referrer or next role's source.
Go deeper on each product
Every FLAIRE product is preconfigured for recruitment — two-sided pipelines, fee agreements, submission rules, onboarding flows, credential tracking, and job-board syndication seeded on day one.
Candidate and client pipelines side-by-side, candidate-req matching, submission logs with ownership rules, BD pipelines, recruiter desk views, alumni network.
See how Nova fits →Placement fee invoicing, retainer billing in stages, weekly time/payroll/billing for temp & contract, recruiter commissions with splits, IC-vs-W2 payroll handling.
Explore Atlas →Practice-area pages, branded job board with Indeed / LinkedIn / Google for Jobs syndication, application landing pages with skill tagging.
Explore Vega →Candidate portal, interview prep, structured client feedback, contractor onboarding (I-9, W-4/W-9, background, direct deposit), search-committee workspace for retained search.
Explore Echo →Submission, no-show, ghost-recovery, assignment-end, credential-expiry sequences, plus job-board, video-interview (Zoom, Teams), and background-check integrations.
Explore Pulsar →Five products at a discount versus buying each separately. Shared candidate and client records, shared fee data, shared AI — from day one.
See bundle pricing →Compliance baked in
Recruitment touches EEOC and OFCCP recordkeeping, FCRA background-check rules, I-9 employment verification, IC-vs-W2 classification, and (for international placements) GDPR data handling. FLAIRE captures the right artifacts at the right times so audits, agency reviews, and candidate-data requests are routine.
Applicant tracking with EEO-1 data captured voluntarily, OFCCP-aligned disposition codes per candidate, retention enforced (typically two years for applicants, longer for federal contractors).
Disclosure and authorization captured as a standalone document, pre-adverse and adverse-action notices generated per FCRA timing rules, results stored with role-based access only.
I-9 completed on or before the first day of work, E-Verify integration where required, retention per the longer of three years after hire or one year after termination.
Classification factors captured per contractor (ABC test, common-law factors) to defend the 1099 vs W-2 decision. GDPR DSAR handling for EU candidates with the legal-basis tracking the regulation requires.
Two pipelines, one platform — filled requisitions, clean back-office.
Configure FLAIRE for your contingent agency, retained search firm, or staffing operation in days. Pipelines, fee agreements, onboarding flows, and job-board syndication seeded on day one. 15-day trial, no credit card.
Recruitment templates seeded on day one · Cancel anytime