Trusted by brands worldwide
Abby qualifies inbound candidates and clients, books interviews, and follows up on every silent applicant. Custom-built for recruitment.
Trusted by brands worldwide
Candidates ghost between application and first interview. Your consultants spend half their week chasing people who already took another offer two days ago.
Client BD is the bottleneck. Every consultant says they'll prospect for 90 minutes a day, then a placement falls through and the entire pipeline collapses for a week.
Your CRM is a graveyard of half-qualified leads. Nobody knows which are real, which have moved on, and which are still viable months later.
Every applicant gets a personalised response in your firm's voice within 5 seconds, even at 11pm on Sunday. Abby pre-screens against the role spec before consultants see the CV.
Outbound to client-side decision-makers runs on autopilot: LinkedIn, email, personalised video. Consultants only step in for qualified replies.
Your CRM becomes a source of truth: every candidate, every client, every conversation logged and scored. Consultants start each day with a ranked task list.
The largest cost in recruitment is consultant time. According to Chris Rowan, founder of The Agency, “The difference between a recruitment firm that scales and one that stalls is whether consultants spend their time on deals or on busywork. AI handles the busywork.”
AI recruitment systems work across three layers: sourcing, screening, and engagement. Sourcing scans LinkedIn, GitHub, and job boards to surface passive candidates your consultants would never find. Screening runs structured pre-qualification against hard requirements (visa, notice period, salary, certifications) before the consultant sees the CV, eliminating hours of manual CV sorting per consultant per week. Engagement keeps every active candidate warm with 24-hour post-application responses, 72-hour interview follow-ups, and 7-day offer nudges to prevent ghosting loss.
Most recruitment consultants spend significant time on CV sorting, status updates, reference chasing, and CRM admin instead of closing deals. Research from SIA shows consultant productivity is the single biggest growth lever. Recover 20+ hours per consultant per week by automating admin, and they shift time to deal-making and relationship building.
Tools that work solve a specific, measurable problem: response time, screening throughput, offer-to-close rate, or candidate engagement. The Agency covers all four. Point solutions, CV screeners with no engagement layer, chatbots with no qualification logic, generate volume but don’t improve placement rates. A screener surfacing 200 CVs per week looks impressive until you measure placements closed. Research from Princeton and Georgia Tech shows connected systems compound signal strength in ways point solutions cannot. An end-to-end system that sources, screens, engages, and books delivers measurably better placement outcomes than sourcing-only tools.
AI screening works best as a ranking layer, not a gate. Score for hard requirements, visa status, location, experience, certifications, and surface candidates who match in non-obvious ways. A fintech PM search might skip a healthcare tech candidate until AI catches: same PM domain, tech stack, team size.
Bias concerns are solvable. The Agency configures screening to score on capability, not demographics, following REC guidance. Candidate diversity often increases post-screening because human screeners apply unconscious biases. AI removes false negatives, humans catch false positives.
Candidate ghosting happens for three reasons: another offer came in, the role didn’t match expectations, or follow-up went cold. The third is fixable immediately with AI. Abby keeps every active candidate warm with 24-hour post-application responses, 72-hour post-interview check-ins, and 7-day post-offer nudges. Each message signals your firm is paying attention.
SIA (Staffing Industry Analysts) research shows firms adopting structured nurture sequences dropped ghosting by 40-60 percent across UK, US, and APAC markets. Ghosting is a symptom of inconsistent follow-up. AI solves it by removing human inconsistency.
Start narrow and prove ROI before scaling. Pick the biggest time drain (usually inbound candidate response), automate that first, measure impact, then add the next layer. Most firms start with 5-second automated replies, qualification questions, and calendar booking. Once consultants see freed time, add interview reminders and client BD outbound.
The Agency deployment stages this approach. Days 1-3 involve intake and ideal customer profile definition. Days 4-5 train Abby on your candidate engagement voice, deploy the first three automations (inbound response, interview reminders, first follow-up). Day 6 adds BD outbound. Days 7 onwards: final QA, team training, go-live. Phased deployments work because consultants adopt new tools only when each piece feels manageable. A team gaining 8 hours per week adopts it. A team facing 10 new workflows abandons it by week two.
Global staffing revenue is $400-$500 billion. Fastest-growing segments: tech contracting, healthcare, green energy. The biggest threat is not AI itself but competitors who adopt faster.
Top-performing firms use AI for high-volume conversation (screening, outreach, follow-up) while preserving consultant judgement for strategy and closing. AI handles speed-and-consistency tasks: screening CVs, sending 24-hour responses, scheduling, nudging. Humans handle intuition tasks: career conversations, manager negotiations, relationship building. Firms that separate these layers and automate volume grow faster and retain more talent. The Agency has shipped this pattern with 500+ production AI agents since 2018. Consultants using this architecture report reclaiming 15-20+ hours per week previously spent on busywork.
The Agency starts at $2,000/mo for Inbound (candidate response only), $5,000/mo for Outbound (inbound plus client BD and lead generation), and $10,000/mo for Full Stack (everything plus content and advanced intelligence). A junior UK recruitment consultant costs $30k-$40k yearly (salary, National Insurance, desk, training). Outbound at $5,000/mo ($60k/year) equals 1.5 junior consultants, but AI never ramps time, never takes sick leave, never leaves. It handles unlimited concurrent conversations 24/7, including nights and weekends. Most firms recover the annual Outbound investment with one to two additional placements. Average placement fees of $15k-$30k make the ROI immediate.
Recruitment firms that don’t adopt AI will be replaced by those that do. Clients care if candidates are right and the process is fast. Firm A using AI surfaces 50 candidates in 2 weeks; firm B uses humans and surfaces 20 in 4 weeks. Firm A wins.
Recruitment consultants won’t be replaced any more than accountants were replaced by spreadsheets. AI handles volume (screening, outreach, follow-up); consultants handle relationships and closing. Consultants in 2026 use AI to multiply effectiveness and reach. Their job shifts from 60 percent busywork to 10 percent busywork and 90 percent deal-making. Agencies that adopt AI now improve their speed-to-placement and consultant availability. Agencies competing on human effort alone lose to faster, more consistent AI-enabled firms.
Yes, start with Inbound. The $2,000/mo Inbound tier handles response and screening, a standalone product for any firm size. A 2-consultant shop runs it for 3-4 months, sees time savings and placement impact, then upgrades to Outbound. A 20-consultant firm runs Inbound across the whole desk, freeing up significant capacity for business development. Economics favour small firms. A 2-3 consultant firm has highest cost-per-placement and most busywork waste. Automate that busywork and a small firm gains competitive advantage over larger, slower-moving competitors.
Specificity builds trust. When recruiters reference a CV detail, a certification, company, project, candidates feel seen. Abby extracts unique details and includes them in outreach: “Your experience with Redis at Monzo stood out.” This takes 30 seconds but makes candidates feel individually considered.
Clear timelines keep candidates engaged. Day 1: “Thanks for applying. We’ll review by Wednesday.” Day 4 post-interview: “Client reviewing this week, feedback by Friday.” Day 10 post-offer: “Final checks, decision by tomorrow.” Candidates see forward motion and know they’re still in contention. Ghosting drops.
Book a discovery call. We walk through your desk economics (placement fee, time-to-placement, cost per hire), sector mix, and pipeline leaks. We determine which tier matches your firm: Inbound for candidate response and screening, Outbound to add client BD and lead generation, or Full Stack for everything.
You see a live demo built on a sample recruitment firm in your sector. You watch Abby handle real candidate conversations, see the CRM automations work, and see how lead generation surfaces qualified contacts. This demo shows what your stack will look like on day 30.
Full payment upfront starts the build. Month one is build, training, and deployment. Days 1-5 focus on intake and AI training. Days 6-15 focus on CRM setup and automation configuration. Days 16-20 focus on team training and go-live. By month end, your system is live and consultants are using it actively.
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Three reasons per REC industry data: another offer came in, the role didn't match what they expected, or your follow-up timing slipped. Abby fixes the third by maintaining contact at 24h, 72h, and 7-day intervals automatically.
Reduce time-to-decision. Most ghosted offers are candidates who got a faster yes elsewhere. Abby pre-qualifies harder, books interviews same-day where possible, and sends offer-stage nudges. Consistent follow-up reduces ghosting.
Three light touches over 14 days beat one aggressive call. Day 1 confirmation, day 5 useful resource, day 12 final check-in with a clear next-step option. Abby runs this automatically.
From the recruiter side: vague answers on notice period, dodging salary questions, no questions about the role. Abby flags these in real-time and tags the candidate as 'progress with caution' before consultants call.
24 hours after first contact, 72 hours after interview, and 7 days after offer. Faster looks desperate, slower loses momentum. Abby holds this cadence perfectly across hundreds of candidates.
Status updates every 3-5 days, even when there's no news. Abby sends 'still in process, expecting feedback by Friday' messages that take 30 seconds to read but signal you haven't forgotten them. Regular communication keeps candidates invested.
Reference something specific from their CV in every message. Abby pulls a unique detail (project, certification, career move) for each conversation. Candidates feel seen, ghosting drops, and your firm's reputation as 'a recruiter who actually listens' compounds.
Independent sources cited in this analysis. Verifiable and updated.
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