10–30 recruiters · $2M–$15M revenue

Scale Your Staffing Firm Without Adding Recruiters

Most staffing firms hit a ceiling at 50–100 job orders because each recruiter can only manage so many candidates. AI agents source and screen 3x more candidates, reactivate dormant databases, and handle credential verification — so your team can focus on placements, not paperwork.

Start 30-Day Screening Pilot

Typical ROI — 20-Recruiter Light Industrial Firm

Recruiter & sourcer labor before

$350,000/yr

4–5 sourcers + overhead

OnlyBoring Professional Package

$141,500/yr

5 agents + $15.5K setup

Net annual savings

~$208,000

Plus: 24/7 sourcing, zero turnover, 50% faster time-to-fill

88%

Faster screening

2,800

Candidate touches/mo per agent

50%

Time-to-fill reduction

Sound familiar?

"We post a job and get flooded with resumes — most aren't remotely qualified. My recruiters spend half their day just triaging the inbox."

Resume Screening Bottleneck

4–8 hours of manual screening per job order

"We have 10,000 candidates in our database but we never re-engage them. We keep paying for job boards instead."

Database Neglect

$50K+ in job boards annually, database untouched

"By the time we finish screening, the candidate already accepted another job. We lost three placements last month that way."

Speed-to-Hire Competition

Top candidates receive 3–5 offers within 48 hours

Workflows we automate for staffing firms

Six high-impact workflows covering the full candidate lifecycle — from sourcing to placement.

Resume Screening & Triage

AI parses every application against job requirements, scores candidates by fit percentage across skills, experience, certifications, and location. Qualified candidates routed to recruiters; polite rejections sent to the rest. Recruiters review a shortlist, not an inbox.

4 hours per job order

30 minutes review

Candidate Sourcing & Outreach

AI mines job boards (Indeed, LinkedIn, ZipRecruiter) and internal ATS for matching profiles, then sends personalized email + SMS sequences, schedules initial phone screens, and tracks response rates. Engages passive candidates around the clock.

50 manual dials

200 automated touchpoints

Credential Verification (Healthcare)

AI verifies professional licenses through state boards (Nursys, state medical boards), checks certification expiration dates, tracks background check status, and alerts recruiters to credential gaps before submission. 60/30/7-day renewal alerts.

2–3 days per candidate

Under 4 hours

Database Reactivation

Identifies dormant candidates with relevant skills, sends personalized re-engagement campaigns, updates availability and preferences, and surfaces warm candidates to recruiters automatically. Turns your existing database into an active pipeline.

0 systematic outreach

500+ monthly re-engagements

Interview Coordination

Schedules client interviews across all formats (phone, video, in-person), sends calendar invites and reminders, handles rescheduling and cancellations, and collects post-interview feedback from candidates automatically.

30 minutes per interview

5 minutes per interview

Client Update Reporting

Compiles candidate pipeline status, generates submission reports, alerts account managers to SLA risks, and summarizes market feedback on open job orders. Account managers always know exactly where every search stands.

2 hours weekly

15 minutes weekly

How staffing firms scale with OnlyBoring

Month 1–2

Screening Pilot

Validate AI on 3–5 active job orders (500–1,000 resumes). Prove speed and accuracy.

2 agents

Month 3–6

Core Recruiting

Add sourcing, outreach, credential verification (healthcare), and interview scheduling.

4–5 agents

Month 6–12

Full Lifecycle

Database reactivation, client reporting, onboarding coordination.

6–8 agents

Year 2+

Growth Mode

Scale agents as job order volume grows. Unlimited capacity without proportional hiring.

Unlimited

Common concerns, answered

"Recruiting is too relationship-based for AI."

Exactly — the relationship is everything. That's why our AI agents handle the repetitive 80% so your recruiters can focus on the 20% that builds relationships: deep interviews, candidate coaching, client consultation, and offer negotiation. AI does the screening; humans do the closing. One client flipped their ratio — recruiters now spend 70% of their day talking to qualified candidates instead of triaging resumes. Placements increased 35%.

"Healthcare credentialing is too complex for AI."

Healthcare credentialing follows rules — state licensing boards, certification requirements, expiration dates, background check protocols. Our AI agents learn these rules and verify credentials systematically. We work with a healthcare staffing firm placing 200+ nurses monthly. The AI verifies licenses through Nursys, tracks expiration dates, and alerts recruiters 60 days before renewal. Zero lapses since deployment.

"Our clients' requirements are too unique."

Every staffing firm says that — and they're right. That's why we don't use templates. Our AI agents learn YOUR specific requirements for each client. If a recruiter can learn it, our agents can learn it — and they never forget. We work with a firm serving 40+ manufacturing clients, each with unique requirements. The AI learned all client profiles in 4 weeks and now pre-screens against the right criteria automatically.

"We already use an ATS."

Your ATS organizes your candidates — our AI agents ACTIVATE them. They operate inside your existing ATS: Bullhorn, Avionté, JobDiva, or custom systems. No data migration. No workflow changes. Agents log in just like human sourcers and execute sourcing, screening, and outreach tasks. We integrate with 30+ staffing platforms.

Is this right for your firm?

You're a strong fit if you recognise any of these signals:

Owner still screening resumes personally

2–3 weeks behind on candidate outreach

Recently lost a client due to slow time-to-fill

Planning to expand but worried about recruiter capacity

High recruiter turnover (>40% annually)

Using offshore sourcers with quality concerns