AI agents for recruiting agencies.

The four bottlenecks we see in agency desks

The recruiting agencies we talk to have the same shape of problem: senior recruiters, who bill at €150-€250 per hour of placed-candidate value, spend half their week on work that has nothing to do with talking to people. Boolean searches, LinkedIn scraping, ATS data cleanup, content nobody has time to write, market mapping decks rebuilt from scratch every quarter.

Managed agents are a good fit precisely here: high-volume, repeatable, language-heavy work. The recruiter keeps the relationship. The agents handle the prep, the cleanup, and the writing.

1. Sourcing prep eats 40% of a recruiter's week

For each role: read the JD, build a Boolean, run searches, scrape profiles, deduplicate against the ATS, build a longlist, draft outreach. The Research and Growth Teams compress this to a structured longlist with drafted personalised messages, delivered within 48 hours. A named recruiter on your team reviews and sends. No mass-blast outreach.

2. ATS is a graveyard

Candidates from two years ago marked "active", duplicates everywhere, contact details stale, tags inconsistent across desks. Manual cleanup is nobody's job. The Operations Team runs continuous ATS hygiene — dedup, enrichment, status normalisation, weekly audit reports. See the broader pattern: CRM hygiene with AI agents.

3. Market intelligence is built from scratch every pitch

Client asks for a market map: comparable companies, comp benchmarks, talent flows, hiring trends. A consultant on your team spends three days building it. The Research Team produces a structured market brief in 48 hours from public sources, ready for your consultant to refine and present.

4. Content marketing is two posts a quarter

Your competitors publish weekly. Your blog is a ghost town. The Growth Team writes 4-12 operator-edited articles a month in your voice — sector trends, salary guides, hiring playbooks. See how the content engine actually runs.

What the first 90 days look like

The first month is setup and trust-building, not output. Anyone promising placements in week one is selling you a demo, not a service.

• Week 1. Discovery, NDA, DPA, ATS access, voice samples from past job ads and outreach, agent configuration. No external output.
• Week 2. First operator-reviewed drafts — a sourcing longlist for one live role, an ATS hygiene baseline report, or first article drafts. Internal preview only.
• Week 3-4. First sourcing outputs land on recruiters' desks. First content goes live. Reporting dashboard wired up.
• Month 2. Steady-state cadence: weekly sourcing for active roles, continuous ATS hygiene, content cadence calibrated. 45-minute review with the named operator.
• Month 3. First honest readout: hours saved per recruiter, ATS data quality before/after, content traffic baseline. What to keep, what to drop.

Pricing for recruiting agencies

We publish ranges. All managed, all operator-supervised, month-to-month after a 30-day commitment.

• €1,500/month. One team, one desk. Good pilot. Example: Research Team producing sourcing longlists for 4 active roles per month.
• €3,500-€6,000/month. Two teams. Most agencies sit here. Example: Research + Growth (sourcing + content), or Research + Operations (sourcing + ATS hygiene).
• €8,000/month and up. Multi-desk scopes. Usually 25+ person agencies with several practices running in parallel.

For the broader buying framework, see how to choose an AI agents services company, or the recruiting-specific overview in AI services for recruiting agencies.

What we explicitly don't do

This list matters as much as the one above. Recruiting touches EU employment law, GDPR, and discrimination law. We are conservative about scope.

• No automated screening on protected characteristics. We do not screen, score, or filter candidates on age, gender, ethnicity, nationality, disability, religion, sexual orientation, or any other protected category under EU law.
• No hiring decisions. The agents do not rank candidates as hireable. They do not reject. They do not produce a "suitability score". Every shortlist decision is made by a human recruiter on your team.
• No mass-blast outreach. Personalised, role-specific drafts only. A named recruiter reviews and sends. We will not run a 10,000-message InMail blast on your behalf.
• No deepfake video or fabricated candidate materials. Obvious, but worth saying out loud.
• No background checks or right-to-work verification. Use a licensed provider.

How agents and recruiters split the work

The clearest way to think about this is by who does what. Agents do the prep, the data work, the writing. Recruiters do the relationships, the judgement, the close. A 15-person agency with two practice areas typically gets back 12-20 hours per senior recruiter per month within 90 days — hours that go back into client meetings, candidate calls, and BD. That is the metric we hold ourselves to, not Boolean queries run or articles published.

You get a named operator who learns your practice — your sector, your clients' culture briefs, your house style for outreach. Same operator every month. They sign every deliverable that touches your candidates or your brand. No anonymous account managers.

Related industry pages

Some of our recruiting clients also staff into SaaS companies or marketplaces. If that's your sector mix, the playbooks overlap: AI agents for B2B SaaS, AI agents for marketplaces. Also relevant: all four agent teams.

FAQ

Does your AI screen candidates or make hiring decisions?

No. No screening on protected characteristics. No hireability scores. No automated rejection. Every shortlist decision is made by a human recruiter on your team.

Is this GDPR-compliant for candidate data?

Yes. EU data residency by default. Candidate data stays in your ATS. Agents access via scoped APIs only. We do not train models on candidate data. A standard DPA is in place before any candidate record is touched.

What ATS systems do you integrate with?

Bullhorn, Greenhouse, Lever, Workable, Recruitee, Teamtailor, JobAdder, and Salesforce-based recruiting setups are common. Documented APIs only.

Can you do candidate outreach for us?

We draft personalised outreach. A named recruiter on your team reviews and sends. No mass-blast spam.

What does it cost?

Pilot from €1,500/month. Most agencies sit at €3,500-€6,000/month for two teams. Multi-desk scopes run €8,000/month and up.