Your recruiting firm has a process that outperforms the generic ATS. Build it.
We build SaaS platforms for recruiting firms and HR tech startups — ATS, candidate relationship management, client portals, and the sourcing and placement workflow tools that turn your methodology into defensible software. Fixed scope, fixed price.
Bullhorn costs $6k+ per year per recruiter and was designed for high-volume staffing, not the specialist executive search or niche technical recruiting you do. Your process doesn't fit the workflow and you're working around it every day.
Recruiting SaaS is a market where the dominant players — Bullhorn, Greenhouse, Lever, iCIMS — were all designed for specific recruiting models (high-volume staffing, in-house talent acquisition, large enterprise HR). Specialist executive search, niche technical recruiting, and boutique staffing firms all operate with methodologies that don't map cleanly onto any of those tools.
The result is that specialist recruiters use their ATS for the parts that work and maintain a separate CRM (usually HubSpot or Salesforce), a separate sourcing spreadsheet, and a shared inbox for client communications — because none of the off-the-shelf options capture their full workflow in one place.
The methodology gap is the product opportunity. If you've built a specialist recruiting firm that reliably places in a specific function or vertical — DevOps engineers, healthcare executives, legal associates — the process you've developed is worth more than the generic ATS you're shoe-horning it into. A purpose-built SaaS encodes that methodology and, if you choose to sell it, gives other specialist firms in your vertical the same process advantage.
A purpose-built recruiting SaaS with the candidate pipeline, client visibility, search methodology tools, and outcome analytics that match how you actually place — not how Bullhorn assumes you work.
Candidate pipeline with methodology-specific stages
Configure the stage names, entry criteria, and required fields for each stage to match your actual sourcing-to-placement workflow — not Bullhorn's default stages.
Client relationship management
Account records with relationship history, active searches, past placements, contacts, and fee agreements. Client-specific pipeline views and placement history at the account level.
Search and requisition management
Job requirement intake from clients, candidate-to-role matching, submission tracking, interview scheduling, offer management, and placement close.
Client portal
Clients see their active search pipeline — submitted candidates, interview status, feedback, and next steps — without emailing to ask. Clients can rate submitted candidates directly in the portal.
Sourcing and talent pool management
Candidate record with skills, experience, availability, last contacted, and sourcing channel. Search-on-resume, skills filter, and AI-assisted matching where relevant. Built on Next.js, Postgres, Clerk for multi-role auth, and a job board / LinkedIn integration for candidate sourcing.
One honest number to start.
Fixed-scope, fixed-price. The number below is the starting point — final scope is built from your brief.
A purpose-built recruiting SaaS with the candidate pipeline, client visibility, search methodology tools, and outcome analytics that match how you actually place — not how Bullhorn assumes you work.
Three steps, every time.
The same repeatable engagement on every project. No surprises, no mystery, no billable ambiguity.
Brief & discovery.
We send you questions, then get on a call. Output: a written scope with every step, feature, and integration listed.
Build & ship.
Fixed schedule, weekly reviews. No scope creep unless you change the scope — and if you do, we reprice it transparently.
Warranty & retainer.
30-day warranty on every launch. Most clients stay on a monthly retainer for ongoing features and maintenance.
Why Fixed-Price Matters Here
Recruiting firms are variable-margin businesses — fee revenue is unpredictable. Technology investment decisions need to be capital budgeted against a defined cost. Fixed scope, fixed price, with a launch date tied to your next hiring cycle or growth plan.
Related engagements.
Your recruiting firm runs on relationships. Your operations should run on software.
Read more02Your recruiting firm's website is competing for candidates and clients simultaneously. Build it for both.
Read more03Your HR SaaS is judged on the first five minutes. Don't lose the demo to a broken onboarding flow.
Read moreQuestions, answered.
LinkedIn's Recruiter API requires a LinkedIn Talent Solutions contract; if you have one, we integrate. Otherwise, we build a Chrome extension that captures LinkedIn profiles into the candidate database, which works without the enterprise API.
Confidential searches are flagged at the search level — they're visible only to the client contacts explicitly added to that search, with no reference in other client-visible views. Candidate names can be withheld until the client confirms interest.
Yes — if you're building this to sell to other recruiting firms (a vertical SaaS play), we build the multi-tenancy, onboarding flow, and Stripe billing into the architecture from the start.
An ATS with candidate pipeline, client CRM, requisition management, and client portal typically runs $40k–$80k. AI matching, resume parsing, and multi-tenant SaaS architecture add scope. Fixed-price.
12 to 16 weeks to build and launch a production recruiting platform with the core placement workflow.
Tell Ryel about your project.
Describe what you’re building and what outcome you need. You’ll have a written, fixed-price scope within the week.