Recruiting & workforce operations

From first contact to final payslip.

Most recruiting software hands you a hire and stops. EasyCruiter keeps going — through the placement, the contract, the payroll run, the invoice and the exit. One record. One login. Nothing retyped in between.

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Hire

Source → offer

Employ

Onboard → payroll

Bill

Invoice → commission

Exit

Offboard → proof

You don't have a hiring problem. You have five systems that don't talk.

A recruiting tool for the pipeline. A spreadsheet for placements. A signing tool for offers. An HR system that needs the new hire typed in from scratch. Accounting software for the invoice. And a monthly ritual where someone reconciles commission by hand.

Every gap between them is where the errors live — and where the hours go. The work isn't hiring. The work is the handovers.

Twelve stages. One record. No re-entry.

Everything below happens on the same person's record, in the same system, under the same permissions.

01 — 06

Hire

Open the role, publish it, source from every direction, screen with AI, assess and interview, submit to the client, close the offer with a signature.

07 — 08

Employ

Convert the hire in one click. Generate the contract, collect the documents, issue the equipment, grant the access. Then run time, leave, goals and reviews.

09 — 10

Bill

Track the placement and its renewals, invoice the client monthly, run payroll, pay the freelancers, calculate and pay out the commission.

11 — 12

Exit

Record the termination, settle what's owed, collect the equipment, prove every system login is closed — and keep the person in a talent pool for next time.

Most teams run stages 1–6 in an applicant tracker, 7–8 in an HR system, 9 in spreadsheets, 10 in accounting software, and 11 in someone's memory.

Screening

Your recruiters stop reading CVs. They start choosing.

Upload a CV and get back a considered opinion, not a keyword match.

A score out of 100, with the reasoning written out — plus the two roles this person actually fits.
Strengths and concerns, listed. Including a job-stability read with an explanation, and a seniority level based on real scope rather than years.
What they'll expect to be paid — in their own market's currency and pay period, with a comparable figure alongside it.
A match score against the specific role, so a pile of applicants becomes a ranked shortlist you can defend to a hiring manager.
Interview questions written from their CV — each one naming a real company, project, technology or gap. No generic prompts.

Use your own AI provider and your own key. Your candidate data goes where you decide, and the running cost is yours to see.

It recommends. You decide. Nothing is ever filtered out of your view, and every decision is recorded against a named person.

How the AI works →

Onboarding

The moment they say yes, they're already an employee.

One click converts a hired candidate into an employee record, and the onboarding runs itself from there.

Their contract generates from your own Word template — legal keeps its wording, nobody copy-pastes a name again — and goes out for signature.
The documents their role requires get requested, chased and reviewed, so you always know who's still missing what.
Equipment is assigned and signed for. System access is granted and recorded.
Probation reminders and welcome emails schedule themselves.
They get their own login for timesheets, leave, documents and payslips — so the admin stops arriving in your inbox.

And when they eventually leave, the same record runs the exit: what's owed, what comes back, and signed proof that every login was closed.

See people operations →

Client delivery

See the account slipping while you can still save it.

One screen every morning: what's at risk, what's expiring, what's unpaid.

Delivery scored weekly from the tools your placed people already work in — so a quiet month shows up as a number, not a surprise.
Contracts surfaced before they lapse, with renewal reminders at thirty, fourteen, seven and one day.
Client satisfaction tracked per placement, next to the revenue it earns.
Invoices that chase themselves — generated monthly, sent, and flagged the moment they're late.

An agency that can show a client objective evidence of delivery isn't competing on rate any more.

See client & delivery tools →

Automation

The follow-up nobody has time for happens anyway.

Set the rules once. A candidate sitting too long in a stage gets flagged. A stage change triggers the next step. Interview reminders, probation checks, renewal warnings, overdue invoices and nurture sequences all go out on schedule, whether anyone remembers or not.

And when something is slow, you get a number instead of a complaint from the client — an ageing view of every candidate waiting longer than your own limits allow.

Which of these is you?

Path 01

You place people with clients

Submissions, approvals, a client portal, placements, invoicing and commission — the whole revenue line, tracked.

Staffing & recruitment →

Path 02

Your talent and your clients are in different markets

True cost and margin before you quote, statutory employment handled, every client scoped separately.

Cross-border teams →

Path 03

You hire for your own company

Hiring and people operations in one place, from the job opening to the leaver's last day.

In-house teams →

For teams already working this way

Or just ask your assistant to do it.

EasyCruiter connects directly to AI assistants — 46 actions, from shortlisting this morning's applicants to approving last week's timesheets to running a payroll draft. Your permissions still apply. Your audit log still records it.

It holds payroll data. It's built like it.

Your workspace is your own — separate data, separate sessions, separate logins.
Two-factor is required for every administrative user, set up on first sign-in.
Permissions match real jobs. Recruiters, HR, finance, employees and clients can all work in one place without seeing each other's business.
Everything is logged — what changed, who changed it, and who looked.
Your AI key, your provider, your call on where candidate data goes.

Security details →

Start on your own. Upgrade when it's working.

Three plans plus an enterprise tier, published prices, no call required to get going. Bring your team in when the first role is filled.

Start free See pricing

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