Join.To.IT builds recruitment software for staffing agencies and recruiters: requisitions, candidates, submissions, interviews, and contractor timesheets with pay-bill. The product is how you fill jobs and run contractors — not a consulting firm’s project-staffing board for its own consultants.
Recruitment and staffing firms live on speed: a req comes in, candidates are packed, submissions go to the hiring manager, interviews are juggled, and contractors still need timesheets, charge rates, and pay rates that match the deal. Generic ATS products drop the contractor back office. Spreadsheets for pay-bill create disputes every Friday.
We build the agency operating system from req to placement to timesheet. That is different from software that staffs a consulting firm’s own project teams against statements of work. If you sell recruitment and contractor supply, this is the page.
Start with reqs and submissions — where fill rate is won or lost — then extend into interviews and contractor pay-bill.
Reqs with rate, duration, skills, hiring manager, and status so the desk is not running the book from inboxes.
A candidate record recruiters actually update: history, availability, right-to-work documents you store, and activity.
Pack-outs to the client, feedback loops, and a clear stage so nobody double-submits the same person.
Scheduling across candidates, hiring managers, and your consultants without a parallel calendar spreadsheet.
Hours in, client approval, pay rate versus bill rate, and exports to payroll and invoicing — the staffing back office.
What was agreed on the placement, plus the documents your operations team must hold before a contractor starts.
Recruitment AI helps parse CVs against a req, draft submission notes, and chase timesheets. Consultants still own the client relationship and the offer. This is not a tool for staffing a consultancy’s internal project bench.
Our Join.To.IT AI development team connects these capabilities to your reqs, candidate files, and timesheet history.
Rank existing candidates against a new req using skills and availability you already store, for a recruiter to shortlist.
Extract structured fields into the candidate CRM so consultants are not retyping every application.
Draft a client-facing submission summary from the profile and req, ready for the consultant to edit.
Combine round-by-round notes into a single view for the hiring manager conversation.
Flag missing hours, unapproved sheets, and margin breaks, then draft the reminder for operations to send.
Desks will not abandon job boards or payroll. We integrate board and CV feeds you already buy, email and calendar, e-signature, identity, payroll, invoicing, and background-check or right-to-work providers you already contract with.
A placement in the ATS should be the same placement finance invoices — that is the point of building pay-bill into the same model.
Many ATS products stop at the perm placement. Staffing margin lives in timesheets, pay-bill, and client approval. Consulting project-staffing tools model a firm’s own bench, which is the wrong object if you are filling someone else’s req.
You fill other companies’ vacancies. Internal consulting utilisation against an SOW is a different business.
Speed, formatting, and no double-submits decide whether the desk keeps the client.
Timesheets, pay-bill, and approvals are weekly operations, not an afterthought export.
Pay rate and bill rate must stay linked or margin disappears into spreadsheet error.
Hiring more consultants should not automatically multiply software cost before revenue lands.
The same Join.To.IT delivery process, applied to requisitions, candidates, submissions, interviews, and pay-bill.
Sit with consultants and back-office staff to map req intake, pack-out, interviews, and Friday timesheets as they really run.
Define clients, reqs, candidates, submissions, placements, and rate cards, plus payroll, invoice, and board integrations.
Design a desk view that is fast on the phone and a timesheet flow contractors will complete on mobile.
Build reqs and candidates first, then submissions and interviews, then timesheets and pay-bill.
Test double-submit rules, rate-card margin, approval chains, and export into payroll and invoicing.
Pilot with one desk or client, migrate live reqs and contractors, then roll out remaining brands or regions.
We choose technologies based on desk size, contractor volume, and whether timesheets must work on a phone between shifts.
Practical answers for staffing owners, ops directors, and desk leads.
