SERVICESRECRUITMENT AND STAFFINGAI for recruitment and staffing agencies
Screening CVs, following up candidates, filling rosters and invoicing hours. We build AI and integrations around your ATS. The recruiter decides and has the conversation.
ISO 9001 & 27001
CVs are read and matched. The recruiter spends their time on the conversation. Explore AI & automation →
What is AI for recruitment and staffing agencies?
AI for recruitment and staffing agencies is software that takes over the preparatory work around candidates and placements: summarising applications and checking them against a vacancy's requirements, following up candidates and asking about their availability, suggesting replacements in a roster and preparing hours worked for invoicing. It works in the ATS and the scheduling, payroll and admin systems an agency already uses. An AI system that filters applications or assesses candidates falls into the high-risk category under the EU AI Act. That's why at Your Tech Club a recruiter always decides and every step is logged.
Built for clients including Tata Steel, M&G Investments, Digistore24, Toppers in Concert, Bar-le-Duc and Loogman
Three places in a recruitment or staffing agency where work is left waiting, while candidates and clients wait too.
Lots of responses, little time per CV
A vacancy brings in a pile of responses. Reading, comparing and getting back to people eats into the time a recruiter wants to spend on conversations, and good candidates wait too long.
Availability is never quite right
Who can work Saturday, who has just started somewhere else? Planners phone and message around, and the data in the ATS lags behind reality.
Hours come in every format
Paper timesheets, photos, exports from client portals. Before anything can be invoiced or paid, someone checks it all against the contract by hand.
How do you use AI to screen and match CVs?
An AI employee reads every application as soon as it arrives in the ATS, summarises the experience and sets it against the requirements you define for the vacancy in advance. For each requirement it shows what the judgement is based on. If a candidate is a better fit for another open vacancy, it suggests that match.
What it doesn't do is reject candidates. An AI system that filters applications or assesses candidates falls into the high-risk category under the EU AI Act, and the GDPR restricts decisions about people that are made by a system alone. The recruiter chooses who gets a call. Requirements unrelated to the job, such as age or ethnic background, are left out of the assessment.
- A summary per candidate, checked against the vacancy requirements
- Reasoning for each requirement, so the recruiter can check it
- No automatic rejections
How do you keep temporary workers' availability up to date?
Availability changes every week, and an ATS only knows what someone once entered. An AI employee asks candidates and temporary workers about their availability at set moments, through the channel they use, and updates the ATS with their answer. Candidates who haven't heard anything after an interview get a message in good time, so nobody falls between two recruiters.
If someone drops out, it looks for a replacement among the people who are available and have the right qualifications, in the order you agree. The planner gets a proposal and confirms the roster. The roster itself stays in your scheduling software, with the rules already set up there.
- Availability requested at set moments
- Follow-up after every interview, without anyone having to remember
- Replacement suggested, the planner confirms it
How do hours worked get to an invoice faster?
Hours come in as a paper timesheet, a photo, an export from a client portal or a message from the temporary worker. Before anything can be invoiced or paid, every line has to match the placement: the rate, the allowances and the client's approval. An AI employee reads the hours, checks them against the contract and prepares the invoice lines. Discrepancies, such as a shift without approval or an allowance that isn't in the contract, go to the back office.
The same pattern works for contracts and job adverts: an AI employee prepares a draft from the placement details or the intake with the client, and a colleague checks and sends it. Payroll and invoicing stay in your own systems. If the bottleneck is a missing integration between ATS, time tracking and admin, that integration is the answer, not AI.
- Hours in any format read and checked against the contract
- Discrepancies to the back office
- Drafts for contracts and job adverts
Not a replacement for your ATS, but less reading, phoning and retyping around it. Decisions about people stay with people.
Opportunity first, technology second
First we look at where candidates, rosters and hours get stuck and what that costs. Only then do we choose the solution.
On your own ATS
The ATS, the scheduling software and payroll remain the source. We build the integrations and the AI employee around them.
The recruiter decides
AI prepares and explains. Who gets called, put forward or turned down is decided by a person.
Every step logged
What the AI employee read, checked and proposed can be traced for every candidate. For a high-risk application under the EU AI Act, that's also a requirement.
Even when an integration is enough
If all that's missing is an integration between the ATS and time tracking, we build that, not AI.
What we build stays yours
Integrations, instructions and the AI employee itself belong to you. We are model-independent, so you aren't tied to one provider.
- projects delivered
- returning clients
- from 127 reviews
- ISO27001 and 9001 certified
Three ways to bring AI into your organisation, side by side.
- Works in your own systems, such as ERP, CRM and emailStandalone AI tool: partly · AI freelancer: yes
- ISO 9001 and ISO 27001 certifiedStandalone AI tool: varies · AI freelancer: rarely
- Starts with the process, not the technologyStandalone AI tool: no · AI freelancer: varies
- Tells you when AI isn't the answerStandalone AI tool: no · AI freelancer: varies
- A person decides where needed, with loggingStandalone AI tool: partly · AI freelancer: varies
- Strategy, design, software and AI in one teamStandalone AI tool: no · AI freelancer: no
- Management and further development after go-liveStandalone AI tool: via subscription · AI freelancer: varies
- Dedicated contacts, office in AmsterdamStandalone AI tool: no · AI freelancer: varies
Four steps. The details come out of the audit, because a recruitment agency works differently from a staffing agency with rosters.
- 01
AI Opportunity Audit in five working days
We map the flow from application to invoice and work out what the current work costs. You get the three opportunities worth the most and what we would not do.
- 02
The foundations
Access to the ATS, scheduling and admin, agreements on candidate data and retention periods, and logging. This is also where we determine the risk category under the EU AI Act.
- 03
The first process
Often screening or candidate follow-up, but the audit decides. At first everything goes past a recruiter. Which steps may then run on their own, such as sending a reminder, we agree together.
- 04
Expanding
Scheduling, hours or contracts are added on the same foundations, without starting over.
After go-live it stays under supervision
- MonitoringWe track errors and exceptions for each vacancy and each week of hours, and spot it when something is off.
- EvaluationNew vacancy requirements or instructions are tested on past applications first, including for unwanted differences between groups.
- Access and loggingPermissions follow the roles in your agency, and logging stays on, even when everything is going well.
- ExpandingNew tasks are added as soon as they demonstrably add value.
No account manager. Your first conversation is with someone who does the work, often with one of the founders. After that you work with a dedicated team from our office in Amsterdam.
- Office on the Duivendrechtsekade in Amsterdam
- ISO 9001 and ISO 27001, certified by Kiwa
- 500 projects delivered
- 4.8 from 127 reviews
What can AI do for a recruitment or staffing agency?
AI and automation take over the preparatory work around candidates and placements: summarising applications and checking them against a vacancy's requirements, following up candidates with a message, asking for availability, suggesting replacements when someone drops out and preparing hours worked for invoicing. The recruiter and the planner decide, and every step is logged. If all that's missing is an integration between two systems, we build that, not AI.
Can AI select or reject candidates?
Not with us. An AI system that filters applications or assesses candidates falls into the high-risk category under the EU AI Act. That requires human oversight, logging and information for candidates, among other things. On top of that, the GDPR restricts decisions about people that are made by a system alone. So AI prepares and explains, and the recruiter decides.
Does this work with our existing ATS?
Yes. The ATS stays the place where candidates, vacancies and placements live. If it has an API or integration, an AI employee works inside it: reading applications, adding notes, updating statuses. If there is no usable integration, we first discuss what's needed. We don't replace the ATS.
How do you stop AI from discriminating when screening?
By setting out in advance which requirements are checked, and only requirements that relate to the job. Age, gender and ethnic background are not used in the assessment. We test the assessment on past applications and also look for unwanted differences between groups. Nobody can guarantee that a model is never influenced by anything; that's why the recruiter sees, for each requirement, what the judgement is based on, and the decision stays with them.
Can AI follow up candidates or send messages?
Messages, yes: a confirmation, a reminder, a question about availability or an update after an interview, by email or whichever channel you use. What an AI employee may send on its own and what goes past a recruiter first is set out for each type of message. A real conversation with a candidate stays human work.
Can AI write job adverts?
A first draft, yes, based on the intake with the client and previous adverts for similar roles. A recruiter checks that the requirements are right and that the text doesn't include requirements unrelated to the job. It stays a draft until someone publishes it.
What happens to candidate data?
Which data an AI employee gets to see is decided in the design, and it is no more than the task needs. The retention periods in your privacy policy also apply to what the AI employee processes. For each application we choose a model via an API or an open model running within the EU. Your Tech Club is ISO 27001 certified by Kiwa; that covers how we work and does not replace an assessment per application.
What does AI cost for a staffing agency, and where do you start?
Implementation runs on a monthly fee that depends on scope and pace. Where to start is what the AI Opportunity Audit shows: in five working days, what the flow from application to invoice costs now, which three opportunities are worth the most and what we would not do. The audit has a fixed price, known in advance.
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