Recruitment agencies ✦ Industry

Recruitment agency
support

Candidates sourced and longlisted, ATS kept clean, references and compliance documents chased, and placement paperwork completed — so your consultants spend their day on conversations, not the database.

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$14/hrFrom, + GST · full-time
Up to 70%Vs. a local hire
LonglistsBuilt before you start calling
~2 wksBrief → first day

Recruiters bill on conversations and spend their day on admin

A recruitment consultant's value is entirely in relationships and judgement — knowing which candidate suits which client, and being trusted by both. Everything around that is administration: searching, longlisting, formatting CVs, chasing references, collecting compliance documents, keeping the ATS honest.

It is the same problem an agency solves for its own clients, unsolved internally. Consultants routinely spend more than half their week on work nobody pays a placement fee for.

A dedicated offshore assistant takes the administration and the sourcing groundwork. The calls, the client relationships and the placement judgement stay with the consultant.

What comes off the consultant's desk

  • Candidate sourcing — Searches run across your job boards and databases against the brief, with a longlist built and formatted before the consultant starts calling.
  • ATS hygiene — Records complete and current, duplicates merged, candidates correctly tagged and statuses accurate enough to search reliably.
  • CV formatting — Candidate CVs reformatted to your template and client-ready standard, with the detail your clients expect.
  • Reference checking admin — References contacted, scheduled and chased, with responses recorded to your template.
  • Compliance documents — Right-to-work, licences, tickets, police checks and insurances collected, verified against registers and tracked to expiry.
  • Job posting — Ads posted across your boards, refreshed on schedule, and applications processed into the ATS daily.
  • Interview coordination — Interviews scheduled between candidates and clients, confirmed and rescheduled without the consultant chasing.
  • Placement and onboarding admin — Contracts prepared, timesheet setup completed, and onboarding paperwork tracked to completion.
Popular roles

Roles for recruitment agencies

All 51 roles →
Role

Talent acquisition specialist

Sourcing, longlisting and screening support.

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Role

HR specialist

Compliance, onboarding and records.

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Role

Administration assistant

ATS hygiene, formatting and coordination.

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Role

Appointment setter

Client outreach and meeting booking.

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What stays with your consultants

Sourcing and administration travel. Placement judgement, client relationships and anything a candidate or client relies on do not.

  • Placement decisionsWhich candidate to put forward, and how they are positioned, is the consultant's judgement.
  • Client relationshipsThey coordinate; the consultant owns the client and the brief conversation.
  • Rate and fee negotiationNever delegated.
  • Candidate suitability adviceScreening to your criteria is fine. Advising a candidate on their prospects is the consultant's.
Industry-specific

Specialist roles for recruitment agencies

Three dedicated roles that give consultants their calling time back.

Sourcing

Candidate sourcing specialist

Longlists built overnight, formatted and screened to criteria.

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Compliance

Compliance & onboarding admin

Right to work, tickets, checks and placement paperwork.

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Coordination

Interview coordinator

Scheduling, confirmations and candidates kept informed.

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Questions

Frequently asked

Will candidates mind being contacted by an offshore assistant?
For scheduling, reference chasing and document collection, candidates mostly want responsiveness. The first substantive conversation is worth keeping with your consultant — that is where the relationship is built and where judgement matters.
Can they screen candidates?
Against written criteria, yes — right to work, tickets, availability, non-negotiables. Assessing whether someone will suit a particular client is consultant judgement and should stay there, which is also the honest answer to why your fee exists.
Is this not just what we sell?
It is, and the agencies who use it most enthusiastically are the ones who understand the model already. The difference is that you are buying dedicated capacity for your own back office rather than reselling it.
How much does it cost?
From $14/hr + GST full-time — up to 70% less than a local hire, with no placement fee. Run your numbers →
How fast can we start?
Typically 14 days from your discovery call to day one. In the first week we source and screen against your brief; you get three matched profiles and interview whoever you like. Once you choose, we handle the offer, the contract, equipment and connectivity checks. Specialist roles can take longer and we would rather tell you three weeks and mean it than promise two.
Is there a minimum term?
Three months, then month to month. It's the same runway you'd give a new local hire to learn your systems, your clients and your standards — and the team members who get a fair run are the ones who stay for years. There are no exit penalties at any point, and if the issue is the person rather than the role, the first-week refund and free replacement cover that separately.
How do you handle confidentiality?
The same way you'd treat any remote team member. Every placement signs an NDA and a confidentiality clause before day one, and they work inside your systems — your email, your CRM, your file storage — so you control what they can see and can revoke access instantly. No client data is stored on our side.