You fill roles faster than anyone can keep the records straight. Every touchpoint your recruiters have with a candidate or a client is data your Salesforce should already hold. jobrock. writes it there, so the next shift gets filled from a database that is actually current.
Our team sets this up in your Salesforce and your own Meta account, you just check and confirm. Support is always on hand, on a video call if you'd like.
The problem
In high-volume staffing the record is always one conversation behind. Not because your recruiters are careless, but because logging it costs time they do not have between calls.
A
The availability call
A recruiter calls forty people to fill six shifts. Most of what they learn, who moved, who went permanent, who is free next week, never reaches Salesforce.
Tomorrow someone calls the same forty people.
B
The pool you already have
You have twelve thousand candidates and you source new ones anyway, because nobody trusts a record with a CV from two years ago.
You pay twice for people you already know.
C
The speed of the client
The client sends a request at nine and expects names by noon. The first agency to answer with people who are genuinely available wins the order.
Speed is your margin.
The modules
Buy the one that fixes your worst bottleneck. Same Salesforce objects, so no migration between them and no second system to learn.
Start here
More candidates, fast, nobody outside your team to convince.
Campaigns start from the vacancy record and run in your brand or your client brand, on a budget agreed before anything goes live.
No ad specialist and no new platform
Spend reported against the vacancy it belongs to
Your client brand converts better than yours, use it
Module 05 — Job Page Agent
05
Published straight from the vacancy record, branded, no ticket to a web team.
No dependency on marketing or an agency
Applications land back on the vacancy record
Pairs directly with the Meta campaign
Read about Job Page Agent →
Then, depending on your bottleneck
If your bottleneck is client side
Scout watches the portals and client channels nobody can check all day, including the ones behind a login.
Add this when the shortage is orders, not people. No candidate-facing approval either.
Read about Scout Agent →
The step after the fast path
Proposes the role to candidates you already have, refreshes their profile, books the call.
It talks to your candidates, so expect more stakeholders and a longer implementation. Worth doing second, not first.
Read about Candidate Agents →
Only relevant for the part of your business that sources on LinkedIn. On a high-volume staffing desk that is usually small.
Read about the extension →
Where to start
Meta Agent and Job Page Agent go live without a candidate-facing approval round, so the return shows while everyone is still discussing the roadmap. Scout next if orders are the shortage, Candidate Agents once the fast path is running.
Demo
Book thirty minutes. Bring your worst desk. We will show you what running now, what it would take to change it, and what that is worth.
01
A campaign running from a live vacancy record
02
What the install actually asks of your team
03
Which module to start with, and which to leave
Rob shows you how it works, what you can adjust, and what it takes to implement.