Reverse recruiting, run properly.
The candidate-side agency is a real business with real unit economics — and almost nothing written about how to run one. This is what we have learned building the platform a production staffing operation runs on every day.
Running the Firm
Contracts and collections for candidate-side work
You are invoicing individuals, not corporate AP. That changes the contract, the payment plan, the chargeback risk and what you do the morning month two does not arrive.
9 min readWho earned that interview? Attribution on a candidate-side desk
On an employer-side desk one recruiter owns one req and credit is obvious. On a candidate-side desk four people touch one client. Here is what has to be logged at the moment it happens.
9 min readScaling from one recruiter to a floor
What breaks at one recruiter, at five, and at fifteen — plus the first thing to write down and the first person to hire. The second hire is not the one most founders make.
9 min read
Platform & Tooling
What the reverse recruiting tool stack actually costs you
An ATS, a CRM, e-sign, invoicing, sequencing and chat comes to about $1,329 a month at six recruiters. The person you hire to reconcile them costs four times that.
9 min readWhy your candidates should never see a vendor's name
You have no proprietary supply, so brand is the only asset that compounds. A surface-by-surface audit of every place a vendor's name leaks into the experience your candidate is paying for.
9 min read
Growth & Margin
Pricing a reverse recruiting service: retainer, success fee, or hybrid
Success fee, retainer, or hybrid — the model decides how long you survive between placements. The observed price points, and the cash-flow math behind each.
9 min readThe unit economics of a reverse recruiting desk
Capacity per recruiter, cost per application, gross margin per client — the arithmetic nobody publishes, done on the page. Including why the high-volume tier you just launched is probably underwater.
9 min read