Career-source discovery
Find and remember the actual career page or ATS source behind each client, even when the website labels it differently.
For recruiting firms
Win the client and fill the role without splitting the work across two systems.
Recruiter.ink connects business development with delivery. Discover hiring demand, understand the company, connect represented talent to real needs, then carry the relationship through candidate presentation, feedback, placement, and revenue.
Business development
Start with real hiring demand, not a generic prospect list.
Recruiter.ink can discover client career sources, learn where their jobs actually live—including third-party ATS pages—and surface open opportunities that can become recruiting work.
Open-job monitoring
Review discovered opportunities and convert a relevant opening into a working job without rebuilding the record by hand.
Candidate-led outreach
Research the company and connect a represented candidate's experience to the business need behind the opening—not just the job title.
Protect the relationship capital that makes an agency valuable.
- Private candidate roomsLet hiring managers review the candidate story, evidence, and approved media while contact details stay protected.
- Representation authorizationRecord whether a candidate authorizes your firm to represent them and preserve the authorization history.
- Client-specific submissionsBuild submission packets around the role and the hiring manager instead of forwarding a generic resume attachment.
- Placement and revenue trackingCarry the search through offer, start, placement fee, and invoice status.
Delivery
Give recruiters more leverage without turning them into workflow operators.
Qualify
Structure the role, business context, requirements, fee terms, and search strategy.
Source
Search internal talent, public sources, market talent, and candidate networks.
Match
Rank talent with job-specific evidence and explain why stronger candidates rise.
Engage
Generate confidential outreach, follow up, and bring interested candidates into a secure profile flow.
Present
Share curated candidates, collect manager feedback, coordinate interviews, and close the placement.
Build a desk that compounds.
Keep client intelligence, candidate evidence, communication, feedback, and commercial outcomes connected so every search makes the next one easier to operate.