Recruitment & staffing agencies
Make your candidate database useful. Give recruiters more time for the conversations that move a placement forward.
Binarify helps you assess and implement candidate rediscovery, CV matching and submission automation around your existing systems. We start with one costly workflow, agree how to measure it, and keep recruiters in control.
30-minute discovery call · fixed scope before implementation
Where to start
The right first project depends on where work gets stuck. These are options to evaluate against your agency’s process, data and costs.
01
A new vacancy arrives. Your team starts sourcing again because older CVs are difficult to search, job titles differ, or availability is out of date.
Make eligible records searchable, retrieve candidates against the role requirements, and show the evidence behind each suggestion. A recruiter checks suitability and current interest before taking it further.
Measure Time to a reviewed shortlist · interviews from existing records · sourcing cost
02
Consultants repeatedly read CVs against the same specification, while an unexplained match score gives them little to trust.
Separate essential criteria from preferences. Extract supporting passages, flag missing information, and prepare a comparison a recruiter can question and edit. Keep selection decisions with the recruiter.
Measure Review time · relevant candidates found · qualified candidates missed
03
Every submission means copying employment history, reformatting the CV, writing a summary, and checking the client’s template.
Populate approved brand templates from source documents, draft factual summaries, and flag uncertain fields. A consultant reviews accuracy and any required redactions before sending.
Measure Minutes per approved pack · correction rate · submission turnaround
Beyond the shortlist
Matching helps only if the next steps work. We also assess the connections between candidate communication, submissions, interviews and commercial reporting.
Much of this is ordinary automation and data work. We use AI where interpreting documents or language adds value; reliable rules are often better for scheduling, totals and approval steps.
Your existing software comes first
We inspect what your current tools can already do. LinkedIn, for example, documents sourcing and applicant-review features in Hiring Assistant, with ATS access dependent on supported integrations and availability. Buying another tool is not automatically the answer. Read LinkedIn’s documentation.
An existing feature may need better records, clear criteria or team training. Establish whether that is enough before funding a custom build.
When tools work separately, link the approved data and actions: a vacancy, a candidate, a reviewed submission and the next step.
Commission custom work for a specific gap whose likely value exceeds its implementation, review and running costs.
An accountable first project
We record the baseline with your team, check the available data and choose a contained implementation. Recruiters help evaluate the output and shape the approval steps.
For submission packs, measure preparation and correction time together. For rediscovery, follow reviewed candidates through replies, interviews and placements. A faster search is useful only if the candidates are relevant.
Time released is capacity, not automatically cash saved. Extra placement revenue is not the same as contribution profit. The business case includes ongoing software, messaging, support and human review.
Our measurement and delivery method →The first engagement
From $2,500 USD · 1–2 weeks
Implementation sprints start at $15,000 USD. The diagnostic fee is credited against the sprint if you proceed. Scope and fixed price are agreed in writing.
What the diagnostic includes → View pricing and terms →Candidate information
A proposed workflow should show where an answer came from, what is uncertain and who can act on it. We assess access, processing location, retention, deletion and candidate communication before implementation.
The UK ICO’s 2024 recruitment AI audits identified concerns about fairness, data minimisation and transparency. Those findings are a useful starting point for questions to ask a provider; the requirements for your countries and workflow still need to be checked. Read the ICO’s findings.
Our starting scope supports recruiter decisions with source evidence. It does not turn missing CV information into invented experience or treat an unexplained score as a hiring decision.
Practical questions
We establish that during discovery. We check your product, subscription, permissions, available integrations and data quality before proposing a build. A custom or older platform may need different work from a current cloud ATS; we do not promise compatibility without checking.
We assess that first. Configuration, cleaner data or training may solve the problem. Custom work makes sense when there is a valuable gap, such as inaccessible records, a missing integration, or a submission process spanning several systems.
Our starting approach is recruiter-reviewed assistance. It surfaces evidence and unknowns for a person to assess. We do not propose automatic rejection as the default or infer suitability from sensitive personal characteristics.
Replacement is not a prerequisite. We first look for a workable improvement inside your current process. If the system or its data prevents that, the diagnostic explains the limitation and the alternatives before implementation is agreed.
That depends on the agreed design. Before building, we document what information is needed, where it is processed, who can access it, and how retention and deletion will work. Local processing is an option to assess, not a promise we make for every project.
The AI Impact Diagnostic starts at $2,500 USD and takes one to two weeks. The implementation sprint starts at $15,000 USD, with a fixed scope and price agreed before work begins. The diagnostic fee is credited against the sprint if you proceed. Ongoing tool and support costs are considered in the business case.
Both can be a fit. We look at the workflow volume, likely benefit, available data and who owns the change. Employee count alone does not determine whether the project is worthwhile. Delivery is remote, with overlap hours agreed up front.
Bring one example: finding candidates, preparing a submission, chasing an interview or assembling a report. We can use the first call to establish whether it is worth a closer look.
No candidate documents are needed for the first call. Meet Perumal, who leads each engagement.