Marketing Automation, Recruitment Nurture and Job Alerts for

Candidate workflows built on your ATS

Each workflow runs from status changes and fields in your ATS, so recruiters do not have to remember every follow-up.

• Application acknowledgment – A same-day reply that confirms receipt and explains what happens next.
• Interview reminders – Text and email reminders with time, location or video link, and a way to reschedule.
• Job alerts – New openings matched to each candidate's skills, location and shift preferences.
• Redeployment – Check-ins before an assignment ends, so placed workers hear about their next role first.
• Database reactivation – Outreach to dormant candidates to update their availability and preferences.
• Onboarding reminders – Prompts to finish paperwork, background checks and first-day details.

Client-side nurture for business development

Staffing firms sell to two audiences. The client side needs automation too, with a slower pace and a more personal tone.

We build sequences for hiring managers after a first call, follow-ups on open orders and check-ins after a placement starts. Market updates, such as pay rate trends in your region or a salary guide, give your business development team a reason to reach out. Recruiters get tasks when a client opens a message or a dormant account shows interest.

For new client acquisition beyond your database, our staffing lead generation team runs outbound and inbound campaigns.

Bullhorn, other ATS platforms and texting

Many staffing firms run on Bullhorn, which offers Bullhorn Automation, formerly Herefish, for this kind of work. Others use JobAdder, Avionté, Crelate or a general CRM. We build inside your ATS where its tools are strong, and connect it to other apps through our workflow automation team when they are not.

Data quality decides whether this works. If recruiters do not update candidate statuses, triggers fire at the wrong time. We agree on a small set of required fields and statuses with your team before launch.

With marketing automation, recruiters get alerts when a strong candidate replies, applies or updates their profile. Texts go only to candidates who agreed to receive them, as the TCPA requires for marketing messages. Every text offers a way to opt out, and business texting requires A2P 10DLC registration with carriers.

AI in hiring: what we automate and what we do not

AI can draft outreach messages and summarize a resume for a recruiter. It can pull fields from documents and answer common candidate questions in chat. It can also suggest which candidates might fit a new order, for a recruiter to review.

We do not let AI make hiring decisions or reject candidates. Several laws apply to automated hiring tools. New York City requires bias audits and notices for automated employment decision tools. Illinois regulates AI analysis of video interviews. Federal anti-discrimination laws still apply when an employer or agency uses AI, so the people using it remain responsible.

A recruiter reviews AI-drafted messages before they reach candidates or clients. For chat assistants on your careers site, see our AI agents and chatbots service.

Pricing and what we report

You get a clear price in your free proposal, after we look at your goals. ATS, texting and automation tool fees are billed by each vendor.

We will not promise placements, fill rates or time savings for your recruiters. We report response rates, reactivated candidates, interview show rates and redeployments tied to each workflow.

Video can make these messages more personal. Our staffing video production team creates job previews and recruiter intros to include in alerts. For the full plan, see our staffing marketing services and all our AI automation services.

Last updated: 18 October 2026