Role intake + research
Turn role briefs into clear search inputs, market context, candidate criteria, and practical sourcing plans.
Check the role, market, and scorecard before sourcing starts.
For recruitment agency owners and directors
Add recruiting capacity while keeping your process.
Bring in a dedicated recruiter matched to your market, roles, process, and working hours. You interview first; Xerostaff manages training, payroll, and ongoing people support.
Built around your recruiting workflow
A dedicated recruiter for the work inside your agency.
Start with the process you already have. We’ll discuss the experience and working hours that fit.
Sourcing + pipeline work
Build candidate lists, organise outreach inputs, keep notes clear, and make the next step visible in the workflow.
Check candidate relevance instead of treating a keyword match as a fit.
Candidate coordination
Support scheduling inputs, candidate updates, interview preparation, and the small follow-ups that protect momentum.
Check the handoff has context, ownership, and a clear next action.
CRM + process support
Keep activity, notes, stage changes, and client-ready updates aligned with your team’s process.
Check the record reflects what actually happened before it moves on.
AI-assisted recruiting workflows
AI-assisted workflows. Human-led delivery.
The recruiter is matched to your agency’s sourcing strategy, approved tools, and quality standards. Tools, responsibilities, and review processes are agreed per assignment — the workflow stays shaped around your team.
01 / plan
Skills-based search planning.
Turn the brief into a focused search plan, then use AI-assisted sourcing where it helps.
02 / rediscover
Revisit past candidates.
Find relevant people already in your ATS and bring useful context back into view.
03 / personalise
Make outreach more relevant.
Support personalised outreach and organised follow-ups without losing the recruiter’s judgment.
04 / capture
Keep interview context useful.
Prepare notes or summaries with appropriate consent, then keep the human conversation central.
05 / clean
Keep records current.
Maintain clean candidate records so the next person can trust what they are reading.
06 / submit
Strengthen the client handoff.
Organise evidence-based submissions that help your team explain why a candidate fits.
Human-led by design. The recruiter reviews the work, and your hiring team owns the shortlist, candidate decisions, and hiring process.
An example, not a case study
Keep a candidate pipeline human and useful.
Tools can sort and enrich. The recruiter still needs to understand the role and the person.
The useful shortlist starts before the shortlist.
A recruiter can use tools to organise records and surface possible matches. They still need to read the brief, judge the role fit, check the evidence, and flag what the client should know.
Rolefit
check
01
Role brief
Input
Capture the market, responsibilities, must-haves, and deal-breakers.
Question
What skills and experience does the role require?
02
Pipeline
Tool use
Search, enrich, sort, and keep candidate activity organised.
Judgment
Check the evidence, context, and role fit before a handoff.
03
Client handoff
Output
Share a clear candidate note and the open questions.
Next step
Your team decides how to progress the relationship.
A fit conversation for the agencyFull-time and part-time options
Tell us about your market, roles, and process. We’ll discuss the experience you need.
Each recruiter is matched to the markets and roles they are equipped to support. We’ll talk about the roles, tools, handoffs, and working hours that matter to your team.
You meet suitable recruiters before you decide. Xerostaff handles ongoing training, payroll, and people support while you set the recruiting priorities.
Ready to add capacity?
Discuss your team