Trusted by brands worldwide
Abby qualifies inbound candidates and clients, books interviews, and follows up on every silent applicant. Built for recruitment in 7 days.
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 touches them because nobody knows which are real. The ones that are real go cold while you do delivery work.
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.
AI helps in three places: sourcing, screening, and engagement. On sourcing, AI scans LinkedIn, GitHub, niche job boards, and your own database to surface passive candidates who match the role spec, including people your consultants haven’t met. On screening, AI runs a structured pre-qualification against the role requirements before your consultant invests human time. On engagement, AI keeps every active candidate warm through the silent gaps that cause ghosting.
The biggest unlock is the time-back. Most recruitment consultants spend 60% of their week on tasks AI does in seconds: sifting CVs, sending status updates, chasing references, updating the CRM. Industry data from SIA (Staffing Industry Analysts) consistently shows that consultant productivity is the single biggest growth lever in a recruitment firm. Replace that 60% with AI and you get back 24 hours per consultant per week.
The tools that work solve a specific recruitment problem with measurable output: response time, screening throughput, candidate engagement rate, BD reply rate. The Agency stack covers all four with one connected system. Abby handles candidate and client conversations, the CRM runs the engagement and BD automation, and the lead generation engine feeds top of funnel.
The tools that don’t work are usually point solutions: AI CV screeners with no engagement layer, chatbots with no qualification logic, “AI sourcing” that’s just a keyword search on LinkedIn. They generate volume but don’t move placements. If a tool can’t tell you the placement rate it influenced, it isn’t worth the subscription. Research from Princeton and Georgia Tech on entity-citation ranking suggests the same lesson for marketing tools: connected systems beat point tools because the signal compounds.
Use AI to screen for hard requirements (visa status, location, years of experience, must-have certifications) and to surface non-obvious matches your consultants would skim past. Do not use AI to make the final yes/no on a candidate. The pattern that works: AI ranks, consultant decides on the top 20.
The bias risk is real but manageable. We configure Abby to score on capability indicators, not on demographic proxies. The REC (Recruitment & Employment Confederation) publishes guidance on fair recruitment that maps directly to the AI-screening configuration we ship. The CRM logs every screening decision for audit. Most firms find their candidate diversity goes up after switching from manual screening to structured AI screening because human screeners have unconscious biases AI doesn’t.
Three reasons, in order of frequency: another offer arrived faster, the role’s reality didn’t match the pre-interview pitch, or your follow-up cadence let the candidate cool. The third reason is entirely fixable with AI. Abby keeps every active candidate warm with 24h, 72h, and 7-day check-ins that take 30 seconds to read and signal the firm hasn’t forgotten them.
SIA (Staffing Industry Analysts) data shows that candidate ghosting rates have roughly doubled since 2019, and the recovery in 2025-2026 correlates with firms adopting structured nurture sequences. The pattern is consistent across UK, US, and APAC markets.
Start narrow. Pick the one place your consultants are bleeding most time, automate that, prove the ROI, then expand. Most firms start with inbound candidate response (the fastest win), then add interview reminders, then add BD outbound. Trying to roll out all five layers in week one usually fails.
The Agency build follows this exact sequence. Day 1-3: intake and ICP definition. Day 4-5: Abby trained on candidate flow, CRM live with first 3 automations. Day 6: BD outbound configured. Day 7: full system live, your team trained on the dashboard. We don’t ship the whole stack at once because adoption fails when there’s too much new at once.
Executive search is retained, deeply researched, and operates on £20k-£200k+ fees per placement. Contingency is paid-on-placement, higher volume, lower fee. Both benefit from AI but in different places. For executive search, AI mainly accelerates research and target-mapping. For contingency, AI accelerates the high-volume conversation layer (candidate response, screening, follow-up).
AESC (Association of Executive Search and Leadership Consultants) sets professional standards for executive search globally, and their code of practice explicitly accommodates AI-assisted research as long as the consultant remains accountable for final candidate decisions. The Agency stack ships with executive-search-appropriate configuration where confidentiality flags exclude sensitive searches from AI-accessible context.
Global staffing revenue sits in the £400-£500 billion range per SIA market analysis. The fastest-growing segments are tech contracting, healthcare, and renewables. The biggest threat to incumbent firms is not AI itself but firms that adopt AI faster and compress their unit economics. Firms that grow 30%+ year-on-year in 2026 are the ones using AI to handle the volume layer while preserving consultant judgement at the strategic layer.
This is the pattern The Agency has shipped across recruitment clients since 2018, supported by deployments of 500+ production AI agents across multiple sectors.
The Agency stack starts at $1,000/mo for Inbound, $2,500/mo for Outbound, and $8,000/mo for Full Stack. For comparison, hiring a single junior consultant is £30k-£40k all-in with 14-month average tenure per REC market data. The Outbound tier at $2,500/mo is roughly a third of one junior’s cost and handles unlimited concurrent conversations 24/7. Most firms recover the annual investment with one additional placement per year.
Book a discovery call. We walk through your current desk economics, your sector mix, and your biggest pipeline leaks. If The Agency is a fit, you see a live demo built on a sample recruitment firm so you know exactly what your stack will look like. Full payment starts the build. Live in 7 days.
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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. Ghosting drops 40-60%.
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. Engagement rates double.
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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