Custom CRM development for recruiting firms. Connect client mandates, candidate conversations and your existing applicant tracking system.
Discuss your projectThe client has a role to fill. The candidate has a career to consider. Your recruitment CRM should preserve both perspectives.
Keep the hiring manager, commercial agreement, role brief and next decision together. Track a new search as its own mandate, even for a long-standing account.
Keep career interests, recent conversations and agreed contact preferences with the person. Link each introduction to the relevant mandate without losing the wider relationship.
SYNQ develops custom CRM software and focused extensions. We examine your recruiting process and existing tools before choosing what to configure, connect or build.
Give business development and delivery the same starting point. An open question in the client conversation should remain visible to the recruiter.
Model the relationship between the client company, its hiring contacts, the search mandate and each candidate introduction. A new requirement changes the brief; it should not silently rewrite the history of a search.
The approved role brief, fee agreement reference, recruiter responsible and open questions. Candidate documents stay under their own access rules.
An introduction is more useful when the next person can see what was discussed, what may be shared and what still needs checking.
A recruiter assembles the documents for a client conversation. The example shows the information to carry forward, with decisions left to people.
Operations leadership across several locations. Confirm expected travel before arranging an interview.
Source: approved client briefThe candidate is interested in discussing the role. Availability and which documents may be shared are recorded separately.
Source: recruiter-confirmed conversationThe account owner checks the open brief question. The recruiter then agrees the introduction and records the client's response.
Owner: named colleague for each actionAn applicant tracking system follows applications through a hiring process. Recruitment CRM also supports relationships before, between and after individual searches.
Some platforms already combine ATS and CRM. We assess the actual tools first. Our API integration work starts with available access, field ownership, update frequency and a visible recovery path for failed transfers.
Connect business development, an agreed mandate, introductions and placement follow-up. Preserve fee terms and the trigger for an invoice handoff.
Design around: distinct searches within repeat client accountsReflect retained search stages, confidential mandates and restricted access. Keep research, client updates and approved introductions connected.
Design around: confidentiality and accountable reviewConnect account relationships to assignments, extensions and upcoming end dates. Define which workforce or payroll system owns operational records.
Design around: assignment continuity and renewal conversationsDecide how duplicates are resolved, who confirms changed details and when a relationship needs another conversation. Import a small sample before moving the whole database.
Separate commercial notes, candidate documents and client-facing information. Define role access, retention, deletion and export requirements with the people responsible for your data.
Use reminders and agreed workflows for unfinished actions. Define contact preferences and suppression rules before introducing campaigns or automated messages.
Review mandates waiting for feedback, overdue next actions or incomplete handoffs. Agree what a stage means before comparing desks or drawing conclusions from a report.
Choose a real friction point and an anonymized search to walk through. The first scope should be small enough to review with recruiters.
Map one mandate from first conversation to handoff. Compare existing configuration, a focused integration and custom development before choosing the work.
Check sample imports, duplicate handling and access with your team. Include a changed brief, a withdrawn introduction and a failed integration in the test cases.
Agree acceptance criteria, training and an operational owner. Review feedback before expanding to more teams, data or workflows.
Migration volume, integration limits, access rules and ongoing support affect effort. A CRM requirements specification makes the scope, exclusions and acceptance criteria concrete before an estimate.
It organizes recruiting relationships and the work attached to them. For an agency, that can include client companies, hiring contacts, search mandates, candidate conversations and future opportunities. The exact boundary with your ATS depends on the tools you use.
Start by checking whether an existing recruiting platform can handle the required process. Configuration may be sufficient. A focused integration or custom CRM becomes relevant when a specific workflow, data relationship or access requirement remains unresolved.
That is a sensible starting point if it already supports the application process. We first check available APIs, licensing, field access and update behavior. The integration scope depends on those findings; compatibility is not assumed.
Migration can form part of the scope after the source records and export options are assessed. We define field mapping, duplicate handling, access and sample validation before agreeing a full transfer and cutover plan.
There is no fixed price on this page. The estimate depends on the agreed workflows, integrations, migration, permissions and operating responsibilities. We define a reviewable first scope and its assumptions before pricing the work.
That requirement should be defined explicitly. The data model can distinguish internal notes from information approved for an introduction, with role-based access and a record of what was shared. The precise controls belong in the agreed scope and acceptance tests.
Show us where context gets lost between client, recruiter and candidate. We will use that workflow to define the first CRM scope.
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