For IT contract staffing desks
Submit sooner.
Show your working.
Every resume on the req read against your must-haves and quoted back to you. Every interview recorded. Then the shortlist goes to your client behind a sign-in, where their hiring managers can check it themselves — no seat to buy, and no call to defend it.
$0.10/application · $7.00/completed interview. No card needed.
Priya N.
Senior ServiceNow Developer · your req #4471
must-have
3+ years hands-on ServiceNow ITSM
“Led the ITSM rollout at Kestrel for four years — incident, problem and change.”
Resume, page 1 · their words, not our summary
must-have
Regulated-industry exposure
Nothing in the resume settles this one either way.
Needs reviewyour recruiter decides this one
Opened by your client’s hiring manager, on a free account of her own. Link expires when you say so.
What your client opens. Not a PDF of your opinion.
Before you can be first
The pile is already on your desk.
You do not need a new sourcing channel to start. Upload the folder of resumes already sitting on your desk, and every one is read against the must-haves you wrote in plain English — with the line from the resume behind each call. Anything new that arrives is picked up within about fifteen minutes.
Upload the whole folder at once. The pile you were going to skim at nine tonight, read line by line instead.
A careers page under your own name. Hosted by us at tukadi.com/jobs/your-agency, found on Google, with an apply link for every open req.
Email invites. Pull a candidate you already know straight onto the req, and we chase them for a resume if they go quiet.
The moment that pays
You are not the only vendor on this req.
Your client is holding shortlists from several vendors at once. What separates yours is not the claim written on it — it is that they can open it and check.
Every reviewer signs in. So a forwarded link cannot accidentally publish a candidate's recording to whoever receives it.
Their hiring managers get real accounts, free. Not a read-only viewer, not a guest token — an account of their own, at no cost, with nothing for you to buy.
Recordings, transcripts and scores travel with it. They can hear the answer behind a score instead of asking you to summarise it.
Access ends when the req does. You set when the link expires, and you can see who opened it and what they decided.
Two companies, one file. Your desk owns the job; their hiring managers see exactly the shortlist you shared and nothing else.
A shortlist is a claim.
Evidence is what makes it worth reading.Your client does not have to take your word for the ranking. Every skill score points at the moment it came from — open the recording there and hear it.
“I'd denormalise the junction object first — the report needed one row per quote line, not per opportunity.”
Transcript 07:42 · the recording opens at this moment
This is the difference between “strong on data modelling” and a number someone outside your company can check for themselves. It is also what keeps the conversation about the candidate rather than about your judgement.
More than one recruiter, one req
A desk, not a single seat.
Three roles — admin, member, viewer — and teams that decide which desks see which reqs. Recruiters see the reqs their team works; admins see the whole agency. There is no permission matrix to maintain, and nobody stumbles into a req they are not on.
An applicant board for the whole desk. Move people through your stages, and it remembers who moved whom and when.
Reminders that send themselves. Interview nudges and resume chases go out on their own, so nobody stalls waiting on your follow-up.
You always know the bill. Applications read and interviews completed are there in your account as they happen — the same count the invoice is built from.
Before you put a name forward
Fifteen minutes on camera, and the tape to prove it.
A voice interview that has read the resume, so it asks about the actual project on page one and follows up on the answer it just heard. Camera on, video and audio recorded, consent asked for up front and kept with the application. If someone switches away from the interview tab, a recruiter sees a flag — it never counts against their score.
- Asks about their actual work
- Consent asked up front
- A tab switch is a flag, not a score
- Transcript and recording
Where we stand
No one is ever rejected by the machine.
Ineligible is not a decision. Uncertain is not a decision. The application stops, gets marked Needs review, and waits for one of your recruiters. When you are placing people into someone else’s workplace, that has to be true and provable — so every one of those calls is on the record.
Application 4471-08 · AI screening
Held for a person
One must-have the resume does not settle either way.
- decided by
- your recruiter, always
- logged as
- a permanent record
- visible to
- your desk, and your client
The AI never sees who someone is.
The diversity questions candidates answer are there for reporting. They are never shown to the AI and never affect a score.
We watch for adverse impact.
We track how different groups fare at each stage against the four-fifths rule — the 80% benchmark regulators use.
Consent up front, and a permanent record.
Candidates agree to being recorded before the interview starts, and that agreement is kept with their application. So is every decision, and who made it.
Candidates stay on the req they applied to.
An application belongs to the one job at the one company it was sent to. It never turns up anywhere else unless the candidate chooses that.
Candidates can get their data, or have it deleted.
Both requests come straight from their own account, without landing on your desk.
Start where it matters
Run it on a req you are already fighting for.
Two weeks, your must-haves, your candidates, your client. If the shortlist is not one they can open and check for themselves, you have lost nothing but the setup call.
We turn the trial on for you after a short call. No card involved. Hiring for your own team instead? The in-house version is here.