LeadClue for recruitment & staffing teams
Score candidates against the requirements of the specific role you're filling, and score hiring managers against your business-development criteria — two different questions, two different models, run side by side.
Before
A consultant opens forty LinkedIn profiles a day trying to judge fit for a live requisition by eye, while new-business outreach to hiring managers happens whenever there is a spare half hour — which is to say, rarely, and never in a ranked order.
After
Candidates are scored against the live requisition's skills, seniority and availability signals. Hiring managers and target companies are scored separately against the desk's business-development ICP. Both queues fill automatically, ranked, with a drafted opener for each.
- Every live requisition with its candidate pipeline scored and ranked underneath it
- A separate business-development pipeline of hiring-manager prospects, scored on its own criteria
- Time-to-shortlist per requisition, so a stalling search is visible before it becomes a problem
- Consultant workload across both candidate sourcing and BD outreach, balanced by desk
- A full audit trail of who was scored, why, and what was sent to them
- Today's candidate queue for their live requisitions, ranked highest-fit first
- Today's BD queue of hiring managers to approach, ranked by likely hiring volume and fit
- An AI-drafted candidate message referencing the specific requisition, ready to edit
- An AI-drafted BD message referencing the desk's specialism and recent placements
- Replies to either queue classified automatically, with positives turned into a task
Three ways to allocate leads
The same distribution engine, configured to fit how this team actually works.
Round-robin
New candidates or hiring-manager prospects rotate evenly across the consultants covering a desk, so no one's queue outpaces the rest of the team.
Capacity-based
A consultant juggling five live requisitions is given a lighter BD queue than one with a single search open — capacity is set per person, per queue.
Criteria-based
Candidates and hiring managers route to the consultant whose specialism matches — a tech-desk req never lands with a finance-desk consultant.
Sourcing and business development used to compete for the same hour of the day. Now they run as two ranked queues instead of one guessing game.
Questions specific to recruiters
Are candidates and hiring managers scored by the same model?
No. Candidate scoring runs against the live requisition's requirements — skills, seniority, availability. Hiring-manager and company scoring runs against a separate business-development ICP. They are two independent configurations, not one blended score.
How is candidate data handled?
Candidate records are stored and scored the same way any lead record is — with a full audit trail of what was captured and when. Your existing candidate-data and consent obligations under applicable recruitment and data-protection rules still apply; LeadClue does not change what you are permitted to hold or contact.
Can one requisition draw from more than one desk?
Yes. Criteria-based allocation can be configured per requisition, so a cross-functional search pulls candidates sourced by more than one specialist desk into a single ranked pipeline.
Bring one export. Leave with a ranked queue.
In a 20-minute session we load a sample of your own list, configure your company profile and ICP, and show you the scored, ranked, owner-assigned queue that comes out the other side.
No credit card · No LinkedIn credentials required · Your data stays in your environment