CRM and automation for recruiting.
Updated
Where does recruiting leak?
The candidate who fell between stages.
A strong candidate sits at “interview scheduled” for two weeks because the next nudge lived in someone’s head. We build a staged pipeline where every stage has an owner and an automatic reminder.
No transparency for the client or partner.
The hiring partner asks “where are we?” and the answer is a manual status round-up. We expose a transparent pipeline so status is visible without a meeting.
Candidate data in three tools.
Resume in the HRM, contact in email, notes in a doc — nothing reconciles. Where the HRM has an API, we connect it to the CRM so the candidate record is one thing, not three.
Onboarding a new recruiter takes weeks.
No documented process, just “ask Olia”. With a staged pipeline and SOPs, a new recruiter is productive in days, and the agency stops depending on tribal memory.
What does an Auspex recruiting rollout look like?
- 01
Map the hiring funnel.
Two days with the recruiting team. Sourcing → screening → interview → offer → close → guarantee period. We document the real funnel, often for the first time.
- 02
Build the pipeline.
Custom funnels in Uspacy, 12+ stages, each with required fields, owners and SLAs. The process stops being improvised.
- 03
Connect the HRM, if needed.
An integration with CleverStaff or another HRM is a separate development through its API. We first check what the API can pass — some cover vacancies but not candidates — and scope the sync from there.
- 04
Automate the nudges.
Stage reminders, interview confirmations, partner status updates, post-placement check-ins. The recruiter chases people, not the system.
- 05
Coordinate the hiring team.
Candidate handoffs between recruiters, interview scheduling and hiring-manager feedback become tasks with owners and SLAs, with the whole team discussing a candidate in one internal thread on the record.
What do recruiting clients typically see?
Which systems do we build on?
- Uspacy (CRM + tasks + telephony)
- HRM integration via API (CleverStaff and similar), as a separate development
- Custom recruiting funnels (12+ stages)
- Automated reminders & partner status reporting
- Channels: email, Telegram, web forms
- Task management + internal chat (recruiter ↔ hiring-manager)
Recruiting is a follow-up business, and follow-up is the first thing to break under load. A staged pipeline with owners and timers does the remembering, so recruiters spend their time on people — and the hiring partner sees status without asking. Uspacy fits agencies and SMB HR well: clean pipelines, telephony and EU data residency, priced for a growing team.
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Frequently asked
01 Do you integrate with our HRM?
It is possible as a separate development through the HRM’s API, CleverStaff included. We first check what the API can pass — some cover vacancies but not candidates — and then agree what the sync carries and what it costs.
02 Why Uspacy and not Bitrix24 for recruiting?
Both work. We lean Uspacy for UA-market agencies — clean pipelines, telephony and EU data residency at a predictable price. If you are already on Bitrix24 or need its breadth, we build it there.
03 Can the hiring partner see the pipeline without a full CRM seat?
Yes — we set up shared dashboards or partner-facing reports so status is visible without giving full access or holding a status meeting.
04 How long to set up agency funnels?
Typically 2–4 weeks for the pipeline and automations; an HRM integration, if needed, is scoped separately. The bottleneck is agreeing the real funnel and cleaning candidate data, not the build.