erecruit

If you run a staffing desk, here’s how you move faster with erecruit. Start with job intake: capture role details, skills, pay ranges, and compliance notes in a reusable template. Post to boards and your career site in one action, then auto-parse incoming resumes into searchable profiles. Build shortlists with filters like skills, certifications, and location radius. Trigger outreach sequences by email or text, schedule interviews with calendar sync, and collect scorecards from hiring teams. When you’re ready to make an offer, generate letters with rate rules prefilled, route for approvals, and send for e-sign. Kick off onboarding packs—forms, background checks, and I‑9 tasks—so every start is tracked to completion with reminders.

On the client side, use the integrated CRM to keep deals aligned with delivery. Log calls and meetings, map contacts to open roles, and track pipeline stages from prospect to filled requisition. Build proposals with preapproved rate cards and a margin calculator that updates as pay or bill rates change. Forecast revenue from active jobs and pending offers, and spot risks with dashboards that show aging requisitions, candidate funnel health, and activity gaps. When a client requests changes, update the requisition once and push the change to job ads, submittals, and offer documents automatically.

Once placements start, the operations tools take over. Timesheets and expenses flow in from web or mobile; approvers get nudges before deadlines. Overtime, shift differentials, and accruals calculate based on assignment rules, reducing manual edits. Generate invoices in batches by client, PO, or project, and export payroll files to your provider with correct taxes and deductions. Cut down on rework with field validations, required checklists, and bulk updates for extensions and rate adjustments. Every action is logged, so you can audit who changed what and when—useful for compliance and dispute resolution.

For programs that use multiple suppliers, the vendor workspace helps you keep quality high. Distribute requisitions to vendor tiers with submission caps and timers, then track response speed, interview ratios, and fill rates with scorecards. Auto-rank submittals by match criteria and past performance, and give feedback to improve future results. Protect sensitive information with role-based permissions and data-sharing rules—only approved parties see what they need. Data handling aligns with the EU‑U.S. Privacy Shield, and integrations are available via API and webhooks to connect HRIS, job boards, background screens, and accounting. Configure it once, clone it to new branches, and scale the same playbook across teams without losing control.