Recruitment agencies
A recruitment site has to serve employers and candidates. Growth depends on knowing which side needs attention, and whether the team can respond effectively. Agency Network Solutions assesses that requirement before recommending one specialist agency. Our service is free to your firm, with no obligation to proceed.
What is holding progress back?
We turn the clearest constraint into an agency brief.The decision
A rise in applications does not tell you whether the agency is winning employer instructions. More client enquiries do not resolve a shortage of suitable candidates. If both audiences sit inside one traffic report, the real constraint can disappear. The agency brief needs to identify which side of the market requires attention and where the team's process is slowing it down.
How we help
Which sectors and locations do you want instructions from? Can an employer see your specialism and understand why it is relevant to their hiring problem? Search and website work should make that proposition clearer. Judge it through relevant employer conversations and instructions, rather than counting candidate traffic as client demand.
Agree the measure: relevant employer instructions.
Are suitable candidates finding the roles, and can they register without unnecessary friction? Consider the quality of registrations alongside volume. A search campaign and improvements to the application journey may address different parts of the problem. Neither should be sold as a guarantee of placements.
Agree the measure: suitable candidate registrations.
Why use a specialist
A specialist brief can address a weak employer proposition, a candidate journey that loses suitable people or repetitive work inside the team. These require different evidence and different measures. Reduced administration creates capacity; placements still depend on the roles available and the quality of the match.
Before appointing anyone, choose which constraint has priority and who will own the relevant systems. If the agency cannot separate client-side and candidate-side results in its proposal, the scope is not clear enough yet.
How we assess the fit
The assessment is complete without relying on figures that are not cleared for publication.
The opening conversation
Are you short of clients, or short of candidates?
Which sectors and which locations do you actually want to grow in?
How much of the team's week goes on work a system could be doing?
The introduction process
You can reach us through the website or a referral, or we may have contacted your firm directly. There is no brief to prepare at this point; start with what you would like to change.
Before the call, we review the information available about your firm and prepare the points to explore. The conversation covers how Agency Network Solutions works and how we are paid, then the requirement itself.
For a recruitment agency, we review the visible employer and candidate journeys, then use the call to establish where each is converting or losing suitable enquiries.
If there is a suitable fit, we explain the recommendation and make one introduction. The specialist's initial assessment, at no cost and no obligation, sets out the proposed scope, what the work would cost and how it would be measured. A separate detailed audit or delivery project may be chargeable; its terms are agreed with the agency.
Nothing in the assessment or introduction commits you to paid work. You can decide not to proceed after meeting the specialist. If you do go ahead, you agree scope and price directly with the agency; Agency Network Solutions is not a party to that contract. Our service remains free to your firm. The agency's own work is priced separately.
Clear about who pays
The agency pays us, and only once an introduction turns into a working relationship. That is deliberate. We are not paid for making introductions, we are paid for making good ones.
Recommending the wrong specialist costs us money and costs us the reputation that makes the next recommendation worth anything.
A directory is paid the moment a listing goes up. Nothing that happens afterwards changes what it earned.
Questions before you enquire
That can be the starting brief. We would first establish the sectors you want to serve and how employers currently find you, then assess whether there is a suitable specialist for that requirement.
We would look at candidate discovery and the registration journey. The useful measure is suitable candidates reaching the team, not simply more visits or applications from people you cannot place.
Not necessarily. The existing system is part of the assessment. A specialist should establish what it supports and where integration is practical before proposing replacement or additional software.
Automating administration and making decisions about candidates are different requirements. The brief should identify human oversight and data-protection responsibilities before any candidate assessment is automated.
Separate employer and candidate outcomes. Relevant instructions, suitable registrations and consultant handling time tell you different things. Agree the measures that relate to the particular work being commissioned.
Get started
Employer demand, candidate attraction or consultant time. Start with the constraint you can see.
Every enquiry is reviewed personally by Gabriel O'Connor.
1 of 4Quick questions to help us understand what you need
There are 3 more short questions to come. Then you can send your answers by email.
One conversation
Tell us what needs to change. We will take responsibility for finding the right specialist.
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