Several clients,
one candidate pool you’re not allowed to mix.
Agencies and RPO teams running hiring for multiple clients at once — with client data separated properly, consent tracked per candidate, and the whole system free so it doesn’t come out of your margin.
- No credit card
- No sales call
- No seat count
What hiring looks like here
The pressures that make recruitment agencies & RPO hiring different from everything else.
Written from operators’ descriptions, not from a category report.
Client data that must not leak between accounts, ever
The same candidate suitable for two clients, and consent that has to be handled properly
Client reporting that eats a day a week and is rebuilt from scratch each time
Per-seat software pricing that scales against you as the team grows
Consultants each running their own process in their own spreadsheet
Proving your value to a client who only sees the placements, not the work
How many hours is screening taking you?
Defaults set to a typical recruitment agencies & RPO operation. Change them to yours.
This calculates your time, not our results.
Built for how recruitment agencies & RPO actually hires
Four things a generic ATS doesn’t have a setting for.
Client separation, enforced
Permissions per account, so a consultant sees the clients they work on and nothing else. Separation is a setting, not a convention.
Pipeline & Candidates →Consent tracked per candidate
Whose data this is and what you’re allowed to do with it, on every record. Consent status travels with the candidate.
Talent Pool →Client reporting without the rebuild
Funnel, time to hire and source performance per client, exportable. Ready at the end of the month, not at the end of next week.
Reports & Analytics →No per-seat cost
Add every consultant, every coordinator, every client-side viewer. It doesn’t change anything. No tier where an extra person costs more.
What’s free →Configured for how recruitment agencies & RPO hires
The fields and configuration a recruitment agencies & RPO operation actually uses.
Every field on this screen is configurable. Nothing here is a demo dataset — it’s how the product is set up for a recruitment agencies & RPO operation.
The candidate side of the same system
The people you’re hiring in recruitment agencies & RPO aren’t on LinkedIn. They apply through Zalo, through a QR code at the counter, or by handing a printed CV to whoever happens to be nearby. The system handles all of those as valid applications.
The ones you don’t hire this time are the ones you’ll need next time. They don’t disappear when you close a role — they stay in your talent pool, searchable and contactable when the same position opens again in three months.
Every applicant gets a result: a confirmed shortlist place, or a message saying you’ve filled the role. That’s not a nicety. It’s the difference between someone who applies again next time and someone who doesn’t.
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Where it connects
- Career GPSHiring & probation
- Pre-OnboardingDocuments & day one
- Tanca HRMAttendance & payroll
- SkillifyLearning & development
For clients who also use Tanca HRM, you can show retention at ninety days — which is the only argument that ends a conversation about your fee.
All of it, permanently.
No seats, no limits, no upgrade button.
Unlimited, permanently
- Pipeline & Candidates
- Talent Pool
- Competency Framework
- Assessments
- AI Interview
- Pre-Onboarding board
- Reports & Analytics
- Unlimited jobs
- Unlimited CVs
- Unlimited users
- Multi-site support
- Vietnamese CV reading
Monthly AI allowance
There is no upgrade button on this website.
What we can show you, and what we can’t yet.
We don’t have a published case study in recruitment agencies & RPO yet. Rather than fill this space with figures from another industry or a range someone else measured, here’s what actually exists: a product configured for how you hire, and a set of numbers you can generate from your own first role.
If you’d like to be the operation we write about, we’d rather earn that than borrow it.
Everything here is free to try.
No card, no call, no trial clock. Run one role and see your own numbers rather than ours.
You’ll see your figures from week one.
Time to first shortlist, screening hours, applications per site — measured in your account, not projected from a benchmark.
Early operations get direct access.
While we’re building out recruitment agencies & RPO, you’re working with the people building it.
Questions from recruitment agencies & RPO operators.
How is client data kept separate?
Each client is a separate account. Consultants are assigned to the clients they work on and can’t see the others. There’s no way to accidentally cross the boundary.
What happens when a candidate fits two clients?
You can present the candidate to a second client if consent allows it. The candidate record shows which clients have seen it and what consent covers each. Nothing moves without the right permission.
Can clients see their own dashboard?
Yes. You can give a client-side viewer access to their own pipeline — applications, shortlist and funnel — without them seeing anything else.
Is it really free for an agency of any size?
Yes. No per-seat charge, no application volume limit, no role limit. The free tier is the only tier; there is no upgrade.
Is this really free?
Yes, permanently. The ATS, pipeline, talent pool, assessments, competency framework, pre-onboarding board and reports are all included at no cost. There are no seat charges, no role limits and no application volume caps. AI features draw on a monthly allowance.
Do we need Tanca HRM for this to work?
No. The hiring system works standalone. Connecting Tanca HRM adds attendance data, payroll and the employee record handover — which enables the quality-of-hire comparison at ninety days — but the core system runs without it.
What happens to candidates we don’t hire?
They stay in your talent pool unless you delete them. When the same role reopens, the people who applied before are searchable, filterable and contactable. The pool is yours; it doesn’t reset between openings.
Who can see what?
Permissions are per role and per location. A hiring manager sees their own applications; an area manager sees their district; administrators see everything. There’s no cost difference between permission levels.
Several clients. One system. No margin at risk.
Client data separated properly, consent tracked per candidate, the whole thing free regardless of how many consultants you add.
- No credit card
- No sales call
- No seat count
Other sectors we work in
Retail & chain stores
One hiring standard across every store, with applications routed to the right district automatically.
See how it works →Logistics & warehousing
Shift availability screened as a requirement, certifications verified before day one, the probation deadline watched.
See how it works →Restaurants & hospitality
A shortlist before the manager’s shift ends, trial shifts confirmed, and the same role reopened without starting from scratch.
See how it works →Contact centres & BPO
Language assessed consistently at volume, batch cohorts reviewed together, first-month attrition made visible.
See how it works →Manufacturing
Practical skills assessed not claimed, safety certifications verified before site access, one standard across every factory.
See how it works →