For staffing & recruitment firms

Your placements are your revenue. Stop running them in a spreadsheet.

EasyCruiter tracks a placement from the submission that won it to the invoice it generates and the commission it pays - beside the pipeline that produced it, on the same record.

Start free See the operations view

You already know which parts of this are running on memory.

Submissions vanish into email. They go out as attachments, and whether the client replied is somebody's private knowledge.

Placements live in a spreadsheet. One person maintains it and nobody else quite trusts it.

Contract end dates are remembered. Not tracked - until a renewal is missed.

Invoices raised by hand. And chased when somebody happens to notice.

Commission reconciled monthly. Argued about occasionally, and paid late.

Accounts go quiet. Six weeks pass and the first hard signal is the cancellation email.

None of that is a hiring problem. It's the half of the business no recruiting tool was ever built to hold.

Client submissions

Every submission tracked, versioned and attributed.

Build from a reusable template, so a submission takes minutes and looks the same every time.
Route it for internal sign-off first - threaded comments, requested changes, resubmission - so nothing goes out at the wrong rate.
The client responds on their own page, not in an email thread you can't see.
Revise and re-send with version history intact. Unanswered submissions expire on their own.
When they accept, it becomes a placement in one step - no re-entry, no new spreadsheet row.

Account health

Find out an account is slipping while you can still fix it.

Delivery scored every week. From the tools your placed people already work in, so a quiet month becomes a number rather than a surprise.

Renewal warnings. At thirty, fourteen, seven and one day before a contract lapses.

Satisfaction per placement. Tracked next to the revenue that placement earns.

Rates and milestones recorded. So what was agreed is never a matter of recollection.

Everything at risk, one screen. Weak delivery, expiring contracts and unpaid invoices, every morning.

Delivery scoring reads from the development and communication tools your team already uses. Connecting them is a one-off setup per tool.

Billing & commission

Invoices that raise themselves, and commission nobody argues about.

Invoices raise themselves. Generated monthly across every active placement, sent, and flagged the moment they go late.

Commission by tier. Worked out from the placement itself, approved, paid, and visible to the recruiter who earned it.

Payouts to real accounts. Money reaches a bank account, so the last step stops being a manual transfer.

Freelancers invoice you. They submit, you approve, it is marked paid - instead of PDFs arriving to be chased.

Margin before you quote. True cost modelled up front, including employer contributions, overhead and any intercompany markup.

One candidate, one client, one continuous record.

A candidate applies through your careers page. Their CV is parsed and scored before anyone opens it.

You shortlist, they book their own interview, it lands on your calendar, the panel files scorecards.

You build the submission from a template, approve it internally, and send it. The client responds on their own page.

They accept. It becomes a placement - rate, dates, renewal terms - without retyping anything.

The placed person is onboarded as an employee or contractor: contract signed, documents collected, equipment issued, access granted.

Each month the client invoice generates, the timesheet feeds payroll, and the commission accrues - all from that same record.

Delivery is scored weekly. Renewal is flagged in advance. If it ends, the offboarding is recorded and provable.

Fair questions

We already have an applicant tracking system.

Then you already have the first third of this. The question is what holds the other two thirds - the submission, the placement, the invoice, the commission and the exit. If the honest answer is a spreadsheet, that's the gap this fills.

Moving our data sounds painful.

Candidates import from a spreadsheet with a template we provide, and duplicates are detected and merged on the way in. Start with one live role rather than your whole database - you'll know inside a week whether this is right.

This does a lot. Is any of it actually good?

Fair question, and it's why everything here is self-serve: sign up and check instead of taking our word for it. Start with the operations dashboard and the one-click conversion from candidate to employee - those two will tell you quickly whether the rest is real.

Who else uses it?

We're early, and we'd rather say so than pad a page with logos. What we offer instead is direct access to the people building it and a product you can evaluate yourself in an afternoon without talking to sales.