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> Use this file to discover available pages before exploring further.
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# How Staffing Agency Teams Use 100Hires

# How Staffing Agency Teams Use 100Hires

## Who this is for

Staffing agencies and recruiting firms managing multiple client requisitions, high-volume outreach, and repeat candidate pools.

## What makes this hiring workflow different

- Keep client pipelines separate while reusing proven workflows
- Move quickly on sourced candidates before another agency reaches them
- Track source performance across job boards, referrals, and outbound campaigns

## Recommended 100Hires setup

### Multi-company access for separate businesses or brands

Use separate company accounts when client data, billing, or branding must stay isolated.

![Multi-company access for separate businesses or brands](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/multi-company-access-1_ju7utu.png)

### Talent pools, tags, and filters

Tag candidates by skill, market, client, availability, and priority so recruiters can reuse known talent.

![Talent pools, tags, and filters](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/how-to-use-tags-in-candidate-p_12lktlc.png)

### Nurture campaigns and email carousel

Use nurture sequences for sourced candidates and multiple mailboxes for larger outreach volumes.

![Nurture campaigns and email carousel](https://storage.crisp.chat/users/helpdesk/website/-/4/f/a/a/4faab8f2b2ab0400/introduction-to-pipeline-autom_1d09pma.png)

### Trackable links and source reporting

Create a link per campaign or community and review which sources produce qualified candidates.

![Trackable links and source reporting](https://100hires.com/wp-content/uploads/2026/07/trackable-links-real-feature.png)

## Suggested workflow

Sourced -> Enriched -> Contacted -> Replied -> Submitted to client -> Interview -> Offer -> Placed

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

## Operating tips

- Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
- Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
- Test every automation on a sample candidate before relying on it for live applicants.
- Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
- Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
- Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.