A CRM that knows the desk better than the desk does.
Custom business software for recruitment and staffing agencies. An AI-enhanced CRM and applicant tracking system shaped around your desks, your compliance and your margins, instead of another seat-priced platform you bend yourself to fit.
What we hear from recruitment and staffing businesses.
Recruitment software is sold per seat and built for the average agency, which is a business nobody actually runs. So consultants keep a spreadsheet on the side, the database rots, and the thing that was meant to be the single source of truth becomes the place data goes to be forgotten.
The value in an agency is in the relationships and the records behind them. A system that makes those records expensive to keep accurate is working against the business it was bought to help.
What we would build
One system per agency, not one system per vendor. Built around your desks, your workflow and the compliance you actually carry.
- AI-enhanced CRM and ATS — One record per candidate and client, with matching that reads the brief and the CV properly rather than counting keywords.
- Parsing, enrichment and de-duplication — CVs read on arrival, skills and availability structured, duplicates merged before they become three half-complete records.
- Compliance per placement — Right to work, DBS, references and certifications tracked against the placement, with expiry dates that surface before they bite.
- Timesheets, pay and charge — Contractor timesheets, approvals and rates in one place, so margin per desk and per contractor is a number you can see rather than calculate.
- Client portals — Clients review shortlists and leave feedback in one place, instead of a thread that has to be summarised back into the system by hand.
- Desk and consultant reporting — Placements, pipeline and commission by desk, built on the same records the consultants already keep.
What we would automate
The repeated admin that sits between a good consultant and more time on the phone.
- Screening and ranking — Applications read against the actual brief and ranked with reasoning attached, so a consultant reviews a shortlist rather than an inbox.
- Interview scheduling — Availability collected, diaries checked, slots offered and confirmations sent without a chain of emails.
- Candidate status updates — Nobody left in silence after a submission. Status changes trigger the message that would otherwise be forgotten.
- Job ad distribution — One brief written once, posted to every board and channel in the right format for each.
- Compliance chasing — Missing documents chased automatically, with the consultant only pulled in when chasing has not worked.
- Database reactivation — Lapsed candidates and dormant clients surfaced with a reason to make contact, rather than left to age quietly.
Building software for recruitment and staffing
Yes. Migration is part of the build, and it is usually where the honest conversation about data quality happens. We move what is worth moving and tell you what is not.
No. Every match shows its reasoning against the brief, and a consultant can overrule it. A shortlist you cannot interrogate is a shortlist you cannot defend to a client.
It stops. The system is built once and owned by you, so adding consultants adds cost to your payroll rather than to a vendor's invoice.
Your First Call Is Not a Sales Pitch
We will explain exactly how the model works and give you an honest recommendation, even if that recommendation is not Adola.
