Fewer applicants.Better ones.
We write the listing, run the campaign, screen who applies and hand you a shortlist worth interviewing — so you stop reading CVs from people who were never right for the role.
We write the listing, run the campaign, screen who applies and hand you a shortlist worth interviewing — so you stop reading CVs from people who were never right for the role.
The salary you're not paying is the smallest part of it. It's the work not getting done, the overtime covering it, the customers waiting, and the good people on your team quietly getting tired of carrying the gap.
So most businesses post the role somewhere, get sixty applications, and discover that reading sixty applications is itself a full-time job nobody has time for.
What you actually want isn't more applicants. It's fewer, better ones — people who match what you asked for, already screened, ready to interview.
That's the whole service. We handle the listing, the advertising and the filtering. You get a shortlist and spend your time on the part only you can do: choosing.
A proper page for the role, written to attract the right person rather than everyone.
Targeted advertising that puts the role in front of people actively looking.
A clean application process that doesn't lose good candidates halfway through.
Screening every applicant against the requirements you gave us.
Presenting your company so strong candidates actually want to work there.
Notifying matching people the moment your role goes live.
Businesses with a role to fill and no time to fill it. They want fewer, better applicants and less time reading unsuitable CVs. This is the paying side.
People actively looking who want roles that actually match them. They cost you nothing and are the reason employers come back.
The order matters more than people expect. Sign your first employer before worrying about candidate volume — a real role attracts applicants far more reliably than an empty board attracts employers.
Listing a role on your board with a proper page behind it.
Priority positioning for roles an employer wants seen first.
Screening applicants against the employer's stated requirements.
Running promotion for a specific role across your channels.
Notifying your candidate list when a matching role appears.
Helping a company present itself so good people want to apply.
You set your own pricing. What each service is worth depends on your market, the roles you handle and what employers in your area already pay — so we don't publish a rate card that would only be wrong for most people.
Connect your processor, then pick a sector and area. "All jobs everywhere" is much harder to sell than "warehouse and logistics roles in one region".
Find businesses currently advertising roles — they've already told you they have the problem and a budget. Offer to run one role and prove it.
Build the listing page, run the campaign, screen the applicants, hand over a clean shortlist. Do this one exceptionally well rather than five adequately.
A satisfied employer usually has another role coming, and knows others who do. Repeat business and referrals are how recruitment compounds.
This is genuinely useful to know before you start rather than after. Placing people into work is governed by real rules, and they differ by country.
In the UK that includes employment agency regulations and rules about what you may charge a work-seeker. In the US it includes EEOC rules on how roles may be advertised and applicants assessed. Most countries have an equivalent.
You'll also be handling personal data — CVs, contact details, work history — which brings data protection obligations wherever you are.
None of this is a reason not to do it. Recruitment agencies operate everywhere. But you should check the requirements in your jurisdiction before taking your first fee, and we'd rather say so plainly than let you find out later.
Transferred to your control, not licensed.
Employer relationships are yours. We're not in them.
Your processor, your pricing. Payments never route via us.
Every package includes the listing page, the applicant funnel and screening against your stated requirements. No charge to talk to us first.
Fees are charged to employers. We never charge a work-seeker to apply for a role or to be placed — that's both our policy and, in most jurisdictions, the law.
We'll walk you through connecting your processor and getting the site live. Reply to your receipt and a person answers.
Want the copy, structure or positioning different? Tell us what to change and we'll change it. There's no limit on that.
No. You need to be willing to talk to businesses and stay organised. The mechanics of posting, screening and shortlisting are covered in the guide.
None. It's a new site and we won't pretend otherwise — you're buying the platform, not an existing audience. Candidates come from the campaigns you run for real roles, which is why the first-employer step matters so much.
Approach businesses already advertising roles. They've demonstrated the need and the budget. The guide covers the approach and what to offer first.
That depends on your market and the roles. We won't invent a number for you — the guide covers the common models so you can price against what's normal where you operate.
We don't publish figures and we won't estimate yours. It depends on your market, your effort, your pricing and how many employers you sign. Anyone promising you a number is guessing.
Yes. It's your domain and your site. Change any of it.
Domain, website, funnel, campaigns and branding kit — assembled and handed over.
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