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.

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

Multi-company access for separate businesses or brands

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

Talent pools, tags, and filters

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

Nurture campaigns and email carousel

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

Trackable links and source reporting

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.

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.

Updated on: 16/06/2026

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