Submit candidates your client can't ignore.
Screen every applicant, attach evidence to every submittal — and beat the agency that only sent a CV.
The agency that screens everyone beats the agency that screens the top of the pile
The other 190 get a resume skim at best. Good candidates in the middle of the pile never get a conversation.
Roughly 20 minutes each, in parallel — evenings and weekends included. Every one comes back with a scorecard.
Your submittal stops being "trust me"
Forward the scorecard PDF with the CV. Your client reads it in two minutes and sees where the candidate is strong — and where they aren't.
"…so I called the client before the deadline slipped, walked them through the two options, and we shipped the smaller scope on time."
Could not give a concrete example; spoke in generalities.
Every score points at a moment in the interview. Your client can hear the candidate say it instead of taking your word for it.
A weak competency is reported plainly. That is precisely why the strong ones get believed.
Scorecards, side-by-side comparisons and debriefs export as PDFs built to be forwarded — sent with the CV, not instead of it.
Your client's name on the candidate experience
Candidates see the hiring company's name on the interview experience — the invite, the interviewer's introduction, the report. You stay the agency behind the curtain; a discreet "Powered by TheBetterHire" is the only trace of us.
A five-recruiter desk pays the same as one. No per-seat licence.
Open as many reqs as you have clients. Nothing is metered by role.
However many rounds a candidate goes through, the total stops there.