Recruitment agencies: more time with people, less time on admin

How candidates and clients find an agency

Candidates search for a job, not an agency: a title, a town, a contract type. Google can show job offers in a dedicated search experience when the job page carries JobPosting structured data (title, description, date posted, hiring organisation and location), and Google requires the job to be real and on the same page; expired offers must be removed or marked with a past end date. Clear, current job pages on your own site are therefore your first source of candidates.

Client companies choose an agency for its specialisation and its speed. They search for "recruitment agency" plus a trade or a region, ask their network, and check whether you really place the profiles they need.

Where a recruiter's time goes

• Sorting applications that do not match, and answering every candidate.
• Scheduling interviews across candidates, clients and consultants.
• Writing up interviews and briefing the client.
• Chasing client feedback on shortlists, and following up on placements.
• Finding new clients while the current roles are still open.

What we would build

• Job pages with structured data, published from your job list and removed when the role closes. See websites.
• A candidate assistant on your site or WhatsApp that answers questions about a job and the process, books a call and says plainly that a person makes every decision. See website chat assistant.
• A recruitment CRM built around your process: candidates, roles, clients and stages in one place, with retention dates set per record. See custom CRM.
• A client space where each client sees its shortlist, interview dates and next steps. See client portals.
• Prospecting for new clients: lists of companies by segment, personalised emails drafted by AI, replies logged; nothing sent without your validation. See AI prospecting.

Candidate data: what the CNIL asks

The CNIL's guidance for small recruiters says the information collected must only serve to assess the candidate's ability to do the job. It lists data not to ask for, such as social security number or bank details (except for temporary work agencies), family members, plans to have children, or physical description unless the job truly requires it. Recording or filming an interview without the candidate's prior consent breaches the duty of fairness.

When an application is unsuccessful, keeping the CV and cover letter in a talent pool is possible if the candidate is told beforehand, and in principle for no more than two years. Our tools set those retention dates, never record without consent and keep the data in your name.

Job ads on Meta and Google

Meta: advertisers reaching Europe with ads for job opportunities must declare the Employment special ad category, a requirement since 7 December 2021 (since 2019 in the United States). The category limits targeting: age generally fixed at 18 to 65+, no gender choice, no postcodes, and a minimum radius of 15 km in Europe.

Google Ads: in the United States and Canada, employment ads cannot target by gender, age, parental status, marital status or ZIP code.

France: article L5331-2 of the Labour Code forbids publishing a job offer that states an upper age limit, unless the law itself imposes one. We write every ad about the job and its conditions, never about who should apply by age or gender.