Recruitment software for a perm and contract desk

Applicant flow in Australia is board-led more than it is in some markets, and Seek carries most of it. That shapes the workflow: high volume in, heavy screening, and a database that grows faster than it gets maintained.

The Seek connector is in development and is not live today. Posting to LinkedIn and Indeed ships now. Multi-board posting from a single form is in build for the Wave 1 release. In the meantime, the working pattern is to post on Seek and bring applicants in through email capture and bulk resume import, both of which are live. Bulk import parses a folder of resumes into structured records and runs duplicate detection during the import rather than as a cleanup job later.

The Resume Screener normalises skills, seniority and location on the way in, so a high-volume week produces structured records rather than four hundred attachments. That is what makes the volume survivable and what makes the database searchable a year later.

An applicant tracker is organised around a job. An agency lives on the client side: which contacts are warm, which accounts have gone quiet, what fee percentage and rebate period were agreed, what your fill rate is per client, and which roles you were not invited to quote on.

Clients and contacts are first-class records with their own activity streams. Terms, agreed rates and rebate periods live on the client record rather than in an email thread. The Client Health Agent tracks last touch, open jobs and fill rate and raises accounts that are drifting, which is a more useful signal than a quarterly review because it arrives while there is still time to act.

Labour-hire licensing is administered state by state, so an agency placing across borders can be inside more than one scheme. Licences are stored as structured records with jurisdiction, number, holder, issue date and expiry, and expiry reminders fire before the date. A placement can be configured to require a current licence for the relevant jurisdiction before it closes.

Working rights are recorded against the candidate: visa class, the conditions that matter, the expiry, and the date and outcome of the check you ran through the government verification service. Reminders fire before a visa lapses and a placement rule can block a close without a check on file.

In both cases the product records, reminds and enforces the rule you configure. It does not perform the verification, apply for a licence, or interpret which scheme covers a given engagement. That split is stated the same way everywhere on this site.

Twelve named agents, each with one job rather than one chat box that claims to do everything. Job Intake turns a client brief or a forwarded email into a structured job with must-haves, nice-to-haves, salary band and interview stages. Match Scorer scores a candidate against a live job and shows which requirement drove each point. Outreach Personaliser drafts a first message from the candidate's real history. Reply Handler classifies inbound replies and moves the record or raises a task.

Placement Risk watches notice-period signals and flags an offer drifting toward a drop-out. Client Health raises quiet accounts. Recruiter Coaching compares a desk's conversion rates against the team and suggests the next action.

AI matching sits on Professional with a monthly credit allowance per user. AI interview calls and custom prompts sit on Enterprise. Every score shows its reasoning, because a score you cannot argue with is a score a recruiter will ignore.

The Placement Pipeline Command Centre shows submissions out by client and by consultant, interviews booked and interviews slipped, offers live with acceptance risk, placements closed and revenue booked and invoiced, with placements inside a guarantee window flagged.

The Recruiter Performance dashboard covers outreach by channel, reply rate and time to first reply, screens completed, interview-to-offer conversion, revenue per consultant and source attribution on every placement. Both views derive from the working records rather than from a report somebody types on Friday, which is the only reason they stay current.

Surhires is not an HRIS, a payroll system, a pay and bill engine, a background-check provider or an assessment platform. On a contract desk that matters: the product records the placement, the charge rate, the pay rate, the margin and the fee, and raises the placement invoice. Timesheets, award interpretation, superannuation and payroll run in whatever back office you already have.

The client portal and the Chrome extension are both in build for the Wave 1 release rather than live today, and they are described that way on their own pages too.

The United States is the commercial launch market. Australia is supported inbound: no local entity, no Australian phone number, no local account manager. Support runs Monday to Friday, 8am to 8pm US Eastern, which in Sydney covers your late evening through to late morning and misses your working afternoon.

Australian dollar pricing is a conversion from the USD list price and is flagged as unconfirmed. GST is excluded and its treatment depends on your registration. Three-seat minimum, fourteen-day trial, no card, no free-forever tier.