Speed decides the placement
The first credible candidate submitted usually wins. Everything that slows submission — credential chasing, formatting, compliance checks — costs a fill.
Professional services
Agency staff cost fifty to sixty percent more per hour, and your client knows it.
Which means your margin depends entirely on how fast and how accurately you fill.
Book a 20-minute call Free. No demo, no slides.
5.1M
people hired in a single month, against 5.1 million separations in that same month.
What is happening
Agency cover costs half again as much, and the shift was open for nine days.
Compliance documents expire silently
Certifications, licences and background checks lapse without warning, and the discovery happens at the worst possible moment.
The same candidate exists four times
Across the ATS, a spreadsheet, a recruiter's inbox and a job board, with different statuses in each.
Margin per placement is known at invoice time
Pay rate, bill rate, burden and backoffice cost are calculated after the fact rather than at the point the deal is agreed.
Intelligence, plumbed in
A CV and a credential document are both readable at volume.
Underneath: a connector to your records, one skill vocabulary rather than free text, and accuracy reported per source.
How we make AI survive real data-
Connectors -
A semantic layer -
Evals you can check
What changes
Judge us on this, not on what we built.
Faster fills Submission packets assembled, not compiled
Candidate, credentials, compliance status and formatted profile ready in one action.
No lapses Credential expiry surfaced weeks ahead
With the chase started automatically, before it becomes a cancelled shift.
Margin Profitability per placement known before you commit
Pay, bill, burden and cost modelled at the point the rate is agreed.
Research
We wrote a full page on each of these, with the sources.
Each one carries its own figures and the citations behind them. Start with whichever sounds most like your week.
However hard, whatever it is
Fill rate is one example. Bring whatever is capping you.
This page is about filling before the shift opens. If yours is credentialing, margin leakage or a client portal nobody can feed, same job.
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01 We sit with you
Days where the work happens, not a workshop in a meeting room. We watch the job get done and write down the shortcuts nobody wrote down.
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02 We read everything
Your data, your rules, your vendors and their documentation, and the published research on your sector. We report what is actually in there.
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03 We break it to first principles
Not which tool fixes this. What is actually causing it, taken apart until we reach the piece that cannot be divided further.
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04 Then we build
Weeks, not quarters. By this point we are not guessing what to build, and guessing is the thing that makes projects long.
Where we sit
Your applicant system stays. We build the fill that happens before the shift opens.
4
What you get
- Faster fills Submission packets assembled, not compiled
- No lapses Credential expiry surfaced weeks ahead
- Margin Profitability per placement known before you commit
3
Built new for you — none of this exists in your stack today
- A credential check that runs itself every night
- A shift offer a worker can accept in one tap
- A board showing the cost of every open shift
2
The fill layer Reads your records and credentials. Books nobody without a recruiter agreeing.
Connectors, one agreed meaning per field, and a model reading what no
field holds. Accuracy measured on your own records.
1
- Bullhorn
- JobDiva
- Workday
- credentialing databases
- background check providers
What you already run — unchanged, and still yours
However the shift request arrives, we can catch it. An email, a portal with no API, a spreadsheet from a ward, a call logged late. All of it is reachable.
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No API -
No documentation -
A terminal from 1994 -
It arrives as paper -
The vendor said no -
It reports nothing
Not a list of limits. Name yours on the call.
And once we can reach it, a model can read it. Most of the value here is in the sources nobody ever structured — the note, the letter, the screen.
Who this is for
The people who feel this first
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Managing Director -
Head of Delivery -
Compliance Manager -
Finance Director -
Branch Manager
Straight answers
The questions you would ask on the call
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We have an ATS. What is missing?
An ATS tracks candidates through a pipeline. It rarely builds a compliant submission pack. It does not watch for expiring credentials across your active staff. And it will not tell you the margin on a placement before you agree the rate.
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Can you integrate with Bullhorn?
Yes, and with most major ATS platforms. We build alongside rather than replacing — the ATS keeps the pipeline, we handle what happens around it.
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Do you work in healthcare staffing specifically?
Yes. We have built recruiting systems for care staff. The credential and compliance load there is heavier than in general staffing, and filling fast matters more.
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Can AI check credentials at volume?
It reads the documents and runs the checks nightly, with accuracy reported per source. A recruiter approves every placement.
Also in professional services
Next step
Start with your own numbers.
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We talk
20 minutes. Free.
You tell us what is not working. We ask how the work really gets done.
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We look at your data
A few weeks.
We read your systems, including the notes and letters no field holds. You get what is really in there, what it costs, and the accuracy we can hit.
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We build
A few months.
Only if step 2 says it is worth it. Fixed price, agreed before we start.