FOR RECRUITERS · UK & US

One paid advert. Two hundred CVs. They were already yours.

A desk that searches your own bench, keeps the paperwork to its dates, and records who went to each client. Everything below is a thing the product does today, with what it will not do said in the same breath.

EVERYTHING ON THIS PAGE. PICK THE ONE THAT IS YOUR PROBLEM.

FILLING THE ROLE

THE DESK

PAPERWORK

THE AGENCY

BEFORE YOU PAY

The whole desk, free for fourteen days. No card to start, and the demo desk is there if you would rather look first.

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THE TALENT POOL

The person you need is already on your desk.

Search what you already have before you pay for an advert. The search is a real Boolean one — AND, OR, NOT, brackets, quoted phrases, and a leading minus for not-this. Two words with nothing between them mean both. A query with an unclosed bracket is not thrown back at you: it falls back to matching the whole thing as a phrase, so a fat-fingered search still returns something.

A skill means that skill

Skills match exactly, so SQL does not drag in MySQL and NoSQL. Names, headlines and target roles match on part of a word; an email address has to be the whole address.

Filters built from your own pool

Seniority, availability, clearance and industry. The chips are the values actually present in your people, not a list somebody guessed at, and narrowing by one does not hide the others.

Three views of the same pool

Everyone, linked to me, or unlinked — the people nobody is leading. Twenty-five to a page, and a candidate already led by another recruiter cannot be quietly taken off them.

SAID PLAINLYIt searches five things: name, headline, target role, the exact email and the exact skill. It does not read CV text, notes or employment history, and there is no semantic or AI search — that would mean a paid call on every keystroke. The list is alphabetical; there is no relevance ranking. And the chips are candidates’ own typing, so an availability chip can read exactly as untidily as the person wrote it.

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Search your own bench before you pay for an advert. Fourteen days, no card.

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SCORING ONE AGAINST A ROLE

“Why these four and not those forty” needs a better answer than experience.

Pick a candidate, pick the vacancy, and you get two numbers that are deliberately never averaged into one. Readiness is eight factual checks — is there a CV, did its text come out, are the skills curated, are the contact details complete, is the target role agreed, is availability known, are there at least three STAR examples, has an interview pack been generated. Every one is a record that either exists or does not. Fit is the role’s must-haves against the evidence in their best CV.

Evidence, not the word

A skill sits in one of four bands — not found, named, practised, evidenced with a result. A skill on a list with nothing in the CV behind it counts as missing, which is the entire point of the bands.

Two columns you can act on

Evidenced and Missing, named. Every failed check becomes a line of work with a reason attached, and blocking work sorts first: a missing CV stops a submission, a missing skill only lowers a number.

Straight onto your task list

Any item on that plan becomes a task. Ones already added show as on your list, keyed to the item rather than its wording, so renaming it does not create a second.

No job picked is a valid state rather than an error: readiness answers on its own and fit is left out, instead of reporting a nought as though the candidate had scored badly. Nothing in this path makes an AI call.

SAID PLAINLYThis is one candidate against one role. There is no bulk scoring of your pool against a vacancy and no ranked shortlist — the shortlist panel is tick, choose the vacancy, send, and it shows no scores. The per-criterion breakdown exists in the engine but is not on the recruiter’s screen today; what you get is the two numbers, the matched must-haves and the missing ones. And the score is evidence coverage against one advert, not a prediction of who gets hired.

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Put a candidate and a live role side by side. Free for a fortnight, nothing to cancel.

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THE ADVERT ITSELF

Before you blame the market, read what you posted.

Ten checks in three weighted groups — what attracts people, what they cannot work out, and what reads as a risk. Attraction carries 45 of the score, clarity 30, risk 25, because a risk finding is rare and should not swing the headline number on a document that has none.

The salary line

Any real figure passes. No figure is the single heaviest deduction on the page, and a non-answer like “competitive” or “DOE” costs more again — though £38,000 to £42,000 depending on experience is a real range honestly qualified, and is not marked down.

The requirement list

Eight essentials is comfortable. Every one past that costs, and three or more hard words — essential, must have, required — costs again. It is the list that quietly removes the people you wanted.

Where, what contract, what hours

Four things, each worth a quarter of the clarity half. Remote counts as an answer to where. Hybrid on its own does not: hybrid to where is the question being dodged.

Wording that sits next to the law

Age-coded phrases, demands framed at the person rather than the task, gendered nouns, and language asked about as an origin rather than a skill. Each one names the regime it relates to — the Equality Act here, the ADEA, ADA and Title VII there — and quotes your own line back so you can see which one it means.

Ordered by what moves

The fix list is sorted by how much the score would actually change, so the first item is the best use of the next ten minutes rather than the first failure alphabetically.

SAID PLAINLYIt is not legal advice and it never says an advert is unlawful — every flag is phrased as something to look at with your own advisers. It does not rewrite the advert. It reads pasted text, never a job board URL. It covers the UK and the US and makes you choose which, because guessing would be worse than not running the legal checks at all. And a requirement list written as flowing prose is not counted.

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Run your last advert through the ten checks. That is free, and so is the fortnight.

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GETTING THE ROLES IN

A spreadsheet of roles should not be an afternoon of typing.

Add one from a form, a link, a file, or import the lot from a CSV. Every route goes through the same door, so the same rules apply however a role arrived.

Rows are not all-or-nothing

One bad row does not discard the file. Each is validated on its own and the response says which succeeded and why the others did not, numbered from row two so it matches what you see in the spreadsheet.

Filled in, never flattened

A role already on file is matched on its link, or on title and company together, and only the blank fields are filled. A fuller description already there is not clobbered by a thinner re-submission.

Honest counts

Created, updated, unchanged and failed, counted separately, so you can tell a genuine no-op from a real import.

Descriptions get the page furniture stripped out. An audit of 133 saved adverts found “Password Show Forgot” stored as part of the advert in sixty of them.

SAID PLAINLYMatching is exact: the same link, or the same title and company. “Snr Developer” and “Senior Developer” are two roles as far as it is concerned, and a tracking parameter on the end of a link makes it a different link. An import fills blanks; it will not correct a value already on file.

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Import your open roles from a spreadsheet. Fourteen days of the whole desk.

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MY DESK

The desk lives in four tabs and the pipeline lives in your head.

One screen: how many you lead, how many are sitting in the pool with nobody leading them, how many tasks are open and how many are past their date — each against where it stood a week ago.

Needs work, worst first

Eight candidates, least ready at the top, each with how many items are open. Scored with no job in context, because scoring everyone against one arbitrary vacancy would mean nothing.

Five charts

Pipeline by status, candidates by seniority, your top six clients by work in flight, applications over the last eight weeks, and tasks cleared against tasks due — four weeks back and three ahead.

Nothing invented

Where there is no week-ago figure to compare against, the tile shows nothing at all rather than claiming no change. Statuses with no applications are dropped rather than drawn as empty.

Alongside it, speed to client: for each vacancy, how long from the role existing to the first candidate actually going out. Reported as the middle value rather than an average, and it says the date it started counting rather than implying history it does not have.

SAID PLAINLYThis is your own book, not the agency’s — every figure except the unlinked count is yours alone. There is no revenue, fee, placement or time-to-hire number anywhere on it, and top clients counts work in flight rather than placements. It loads once; nothing here is live.

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See your desk on one screen for a fortnight. No card is asked for.

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THE PIPELINE

A process gets followed when it is the easiest path.

Applied, interviewing, offer, accepted, rejected. A card only offers the moves that are real from where it is: applied goes to interviewing, rejected or withdrawn; interviewing goes to offer, rejected or withdrawn. Accepted, rejected and withdrawn are the end of the line and carry no buttons at all. A draft cannot jump to offer and a rejection cannot be quietly reopened.

Refused twice over

The board never offers an illegal move, and if one reaches the server anyway it is refused by name rather than silently applied. The two tables are deliberate copies of each other.

Every change recorded

From, to, when and by whom, written by the record itself rather than by whichever screen made the change — a history that relies on each screen remembering is a history with holes in it. A change made by a scheduled job records no user, because nobody clicked anything.

SAID PLAINLYMoves are buttons on the card, not drag and drop. Applications that were scored but never sent — the waiting and longshot ones — have no column and do not appear on this board. There is no time-in-stage and no SLA on it; that lives with the client.

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WHAT GETS RAISED FOR YOU

The things you meant to do on Friday.

Overdue, still to do, completed. Five kinds of work appear without anybody adding them: an interview inside two days with no outcome recorded, a candidate you have not spoken to in a fortnight, a document expiring within thirty days or already expired, a reference unanswered for five days, and a document a candidate has just submitted for you to check.

No date means never late

Overdue means open, dated, and the date has passed. Something parked without a date is deliberately never overdue, so it does not shout at you every morning for a decision you have not made yet.

Your list is yours

Two recruiters in the same agency cannot tick off each other’s work, because a completed task is a claim that a conversation happened. You can only add work for yourself, and only for a candidate linked to you.

SAID PLAINLYThere is no assigning work to somebody else and no shared team queue. No priorities, notes, sub-tasks or attachments. Nothing emails or pushes you — the sweeps create rows, hourly, and the reference chase runs once a day. And a reference chase carries no due date, so it never appears under overdue.

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Let the desk raise Friday's work for you. Free for a fortnight.

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CLIENTS AND THEIR SLA

You agreed five working days. Nobody is counting.

A client record holds the hiring contact, the site, the notes, and the feedback SLA in working days. Every submission is recorded, listed with the ones still waiting above the ones answered, with the working days elapsed and an overdue flag against the SLA you agreed with that client.

Their rules, not yours

A client’s document list replaces your agency default rather than adding to it, and the form only offers document types that exist in that client’s jurisdiction — otherwise half the rows are requirements nobody could ever meet. An empty set is a real answer: follow the agency defaults.

Who takes longest

Agreed SLA against actual average days to fill, plotted with a diagonal: above the line is slower than agreed. Clients with nothing measurable are left off rather than drawn at zero, which would read as always beating their SLA.

SAID PLAINLYTime to fill is a documented proxy, not a stopwatch — there is no stage-transition timestamp in the data, so it measures from the application to the point it was accepted. A submission is recorded when the pack is first produced, not when it is sent. There is no client portal and no client login: feedback is something you record. And there are no rate cards or fee agreements — those live in the notes field.

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Put your clients and their SLAs in one place. Fourteen days, nothing to cancel.

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SENDING TO THE CLIENT

One sheet, the right documents, and a record that it happened.

A submission pack is a one-page document: the candidate, the fit for this role with the matched requirements listed, and who is submitting them. The gaps are on the sheet on purpose — a submission that hides every gap reads as salesmanship.

Consent is a block, not a warning

Without the candidate’s consent to share documents with a third party, nothing goes. The documents attached are only the ones that client’s own list calls for, named for the person receiving them.

Only the linked recruiter sends

Until this was tightened, any recruiter on the platform could email any pooled candidate’s passport to an address of their choosing. Now sending is the linked recruiter’s act alone.

A batch is all or nothing

Up to ten at once, and one candidate you are not linked to refuses the whole batch by name. A client receiving part of a shortlist, with you unsure which part, is worse than a refusal.

If the send fails you get the failure, not a false confirmation: nothing has gone, and you are told to download the pack and send it by hand if it is urgent. Where you have configured your own mail server, it goes out as your agency, so a client replying reaches you rather than us.

SAID PLAINLYThe pack does not carry the CV with it. Nothing proves receipt — there is no open tracking and no delivery confirmation; what exists is a record that it went to that address at that time. The bulk path attaches no compliance documents. And an outstanding compliance item is a note on the confirmation rather than a block: submitting somebody whose paperwork is not finished is often the right call, as long as you know.

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Send a candidate to a client and keep the record. Included from the first day.

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COMPLIANCE DOCUMENTS

The assignment starts Monday. The right to work expired on Friday.

A register per candidate: the document type, the expiry date, who verified it and when, the reference number taken at the moment of verification, and when it was last re-checked. Expiring within thirty days, or already expired, raises a task on the linked recruiter’s list, due on the expiry date.

The file is optional

Logging an expiry without attaching anything is a perfectly valid way to use it. Where there is a file it sits outside the web root and is streamed through an authorised request, never a link.

Knowing is not holding

Any recruiter account can see that a right to work expires in March. Opening the passport itself takes being the linked recruiter or an administrator — those are different orders of thing.

Verify once, re-check often

Verifying an already-verified document is refused rather than quietly re-stamped. A re-check is the separate, recurring act: you queried the status elsewhere and it still says clear.

Some document types are deliberately never chased on their date — a US permanent resident card among them, because re-verifying on that date can itself be the discrimination problem.

SAID PLAINLYNothing here is machine-verified. There is no DBS Update Service, E-Verify, I-9, DVLA, FCA or professional-register integration: a recruiter pressing verify is the check, and a re-check is a person recording that they looked. Nothing reads an expiry date off an uploaded image. And the register of expiries is readable by recruiter accounts across the platform, by the same design that makes the pool cross-agency.

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EIGHT SECTORS, TWO COUNTRIES

Compliance is not one regime, and a healthcare desk is not a construction desk.

Eight sectors — healthcare, education, early years, construction, energy and offshore, driving and logistics, financial services, and security-cleared work — each with a starter set of document types for the UK and a different one for the US. Apply one and every row is yours to edit from that moment.

Named things, not categories

CSCS cards, CPCS and NPORS tickets, SMSTS, BOSIET, offshore medicals, MIST, Driver CPC, tachograph cards, ADR, FCA register entries, SC and DV clearance. On the US side Form I-9, work authorisation expiry, OSHA 30, TWIC, the Clearinghouse query, FINRA Form U4.

Why two flavours

The UK has national schemes — one DBS, one right-to-work regime, one register per profession. The United States has a federal floor, fifty states and then cities, and for an agency the rules follow the state of the assignment rather than the state of the office.

Each row carries whether it expires, whether to chase it, whether a reference number is needed, how often to re-check it, and whether an outstanding one should block an assignment. Blocking is off everywhere by default: exactly one row in all sixteen sets turns it on.

SAID PLAINLYThese are starter sets, not a statement of what the law requires and not advice. They are a fixed list in the product with no legal-update service behind them, so what you apply on Monday is what you keep until you change it. A sector seeds a list; it never filters anything afterwards. No US state layer ships, deliberately. The UK and the US are the only two countries that exist.

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Apply your sector's starter set, then change it. No card at any point.

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WHAT DUPLICATE CHECKS DO

Two agencies send the same person, and the client notices before you do.

This is the section where it would be easy to promise you something, so here is the whole truth of it. Four things are blocked outright: the same CV file uploaded twice for a candidate — matched on the contents of the file, so a renamed copy is caught and you are told which file it already is and the day it arrived; a second application for the same candidate and the same vacancy; the same job posting added twice; and an invite to somebody whose email address already has an account.

One warning, and it is advisory

Invite somebody by name and a name close to one already on file produces a line of warning: this might be the same person. It never blocks, and it compares names, not people — a married name or a Bill who is on file as William will not match.

What you get instead: the timestamp

Every candidate sent to every client is recorded with the moment it went and the address it went to. When two agencies claim the same introduction, that is a defensible answer to who was first — which is what the argument is actually about.

SAID PLAINLYNothing checks at the moment of submission whether another agency has already put that person forward, and nothing can: every agency’s clients and vacancies are its own records, so there is nothing to compare. Within one agency, two consultants sending the same person to the same client for the same role is not flagged either. If you have been told elsewhere that this product catches duplicate submissions, that was us getting it wrong, and this paragraph is the correction.

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Check for yourself exactly what is caught. Fourteen days to do it.

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TEMP AND SHIFT DESKS

Who is free on Thursday is not a question a spreadsheet answers twice.

Availability is a statement per person per date, optionally per shift label, in three states rather than two: available, booked, or unavailable. Not available and already booked look identical to a filter and are completely different to a recruiter.

Silence is not an offer to work

Somebody with no entry for that date is not returned. A desk ringing a person who never said they were free is how an agency annoys its own candidates.

Booking writes back

Booking somebody takes them off the free list, because otherwise you ring a person who is already working. Cancelling puts them back only if nothing else overlaps, and never overrides somebody who had said unavailable.

Your shift words, not ours

Early, late, night, long day, AM, PM. The picker is built from what your desk has actually typed, because no fixed list is right for more than one sector.

Compliance is checked before the clash is, and the client on the shift decides whose rules apply. The fill panel keeps two lists apart: free but not bookable until the file is straight, and free but already booked elsewhere — shown so you can move the other booking if this one matters more. Distance from the client’s postcode is optional, and people whose distance is unknown are kept and marked rather than quietly dropped.

SAID PLAINLYNo timesheets, no pay or charge rates, no invoicing and no payroll export. A shift is a date and a label, not a start and finish time, so overlap means the same label or a whole day — not overlapping hours. No working-time or rest-break rules. Nothing goes out to the candidate: there is no shift offer, no accept or decline, no broadcast. Confirming is you recording that they said yes.

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Fill Thursday's shifts without the spreadsheet. Fourteen days, no card.

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SEATS AND THE TEAM

Candidates do not use your seats.

A seat is a person working the desk — a recruiter, a hiring manager, an admin. Carry as many candidates as you like; they are never a seat. The rate per seat drops as the team grows: £25 up to five, £22.50 from six to ten, £20 from eleven to twenty. Past twenty it stops being a price list and becomes a conversation.

Counted at the point you commit

Your seat count is the people who accepted plus the invites still outstanding. Two invites sent at once used to compute the same number twice and leave the agency a seat short on every invoice afterwards; now it is derived from what you have actually committed to.

Revoking gives it back

Cancel an unaccepted invite and the seat returns. Your own limit is not lowered when the team shrinks, so a team that loses somebody does not quietly lose the seat it may refill.

SAID PLAINLYA seat change on a PayPal subscription is not instant: the person who pays has to approve it, and it applies on their next cycle. There is no remove-a-user endpoint yet, so seats only come back down by revoking an invite. During the trial the team is capped at five. In dollars the brackets are $49, $44 and $39 — chosen prices, not a conversion.

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Bring five of the team onto the trial with you. Nothing to cancel.

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YOUR NAME ON IT

A client should see your agency, not ours.

White-label puts your logo where the ATS Engine wordmark sits, and your colours, fonts, spacing and corners through the whole application — around twenty-eight brand inputs published as one stylesheet for your organisation.

It is set up for you rather than fiddled with by you. The single colour picker that used to be here was removed, because one colour on its own never looked like a brand.

SAID PLAINLYYou do not upload the logo or pick the colours yourself — it is part of the white-label option and it is chargeable. There is no custom domain, no branded candidate portal and no branded outbound email template. Light or dark is each person’s own browser choice and is not part of your brand.

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See your own name on it. Fourteen days of the desk, free.

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INBOUND EMAIL

The desk does not need another inbox. It needs the inbox sorted.

Mail that arrives is classified into folders by rules you can see and change: senders, subjects, keywords, attachments, ATS platforms, headers, categories and your own expressions, each carrying a weight. Changes apply to the next sort, and re-sorting what is already there is a button you press rather than something that happens to you.

SAID PLAINLYThese rules sort what comes in. They send nothing — there are no autoresponders, sequences or campaigns here. The classification dictionaries are shared reference data rather than per-agency, and rule import, export, versioning and a test harness are not built.

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Sort the inbox by rules you can read and change. Free for a fortnight.

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REPORTING

Three reports, over whatever dates you choose.

A pipeline funnel — applications by each of the seven statuses in the window. Time to hire — the average days from application to accepted, to one decimal, with the sample size beside it so a figure built on three placements says so. And application volume by period.

SAID PLAINLYSource effectiveness returns a total and no breakdown, on purpose: there is no source field on an application yet, and inventing the split would be worse than leaving it empty. So there is no cost per hire, no channel return, no “where your best candidates come from”. Reports are generated when you ask for a date range — there is no live dashboard, no scheduled or emailed report, and no PDF or CSV export of one.

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Run the three reports over your own dates. Fourteen days, no card.

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FREE, NO ACCOUNT

Two things you can run against your own desk today.

Both use the engines the product runs on, so what you see is what it does. No account, no card.

Check a job advert Ten checks, scored — and what the wording is costing you Check a compliance file Your sector’s starter set against what you already collect Check a CV What a parser gets out of a candidate’s file Match a CV to an advert One candidate against one role, criterion by criterion

SAID PLAINLYTwo checks a day each, and the advert you paste is never stored — it is scored and gone when the request ends, with only the report held for thirty minutes because it quotes your own lines back. The compliance checker asks for no upload at all: it compares a sector starter set against the list you say you collect. A rejected paste does not spend one of your two.

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Liked the free checkers? The desk runs the same engines. Fourteen days of it.

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SEATS, AND DAY FIFTEEN

Fourteen days of the whole desk. No card, and nothing to cancel.

The trial is the Recruiter product, not a cut-down version of it, and no card is asked for at any point. It was built this way deliberately: handing over a card to look at a £25-a-seat product is the one place most people stop.

Team sizePer seat, per monthIn US dollars
1 to 5£25.00$49.00
6 to 10£22.50$44.00
11 to 20£20.00$39.00
21 and upTalk to us — it stops being a price list

What day fifteen actually does

Nothing is taken away and nothing is deleted. The account becomes Free: the desk still opens, the pool is still there, and everything you built in the fortnight is still yours to read. What stops is writing — linking a candidate, submitting to a client, messaging, logging a document, booking a shift — each of which offers you the plan instead. A pipeline you can see but cannot act on argues for paying; an error page argues with you.

SAID PLAINLYOne trial per account. Paid plans carry no free period of their own — subscribing charges you then. During the trial the team is capped at five seats. And a team member on a seat is unaffected by any of this, because their agency is paying.

Start the 14 days →

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Fourteen days, then Free — the desk stays readable. Everything you built stays in it.

Start free — 14 days →

THE DEMO DESK

Or run a desk first, without signing up for anything.

There is a shared demo recruiter login with a populated desk behind it — a pool, a pipeline with real stages, tasks, compliance records and reports. Open every screen on this page and see it working before you decide to put your own candidates anywhere.

SAID PLAINLYEvery real person’s name, contact details and address are masked in it — by a field list and, on top of that, by a rule that catches anything email-shaped whatever the column is called, because the field nobody remembered is how an address reached the screen in the first place. It is shared, so treat it as a showroom rather than a sandbox.

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Spend less time managing recruitment.

Fourteen days of the whole desk, no card, nothing to cancel. On day fifteen it stays readable and everything you built stays in it.

Start free — 14 days → I’m job hunting, not hiring