Does this replace our ATS?

No. The agents work inside the ATS and the back-office tools you already run. Replacing a system is a decision the scan can inform, never a precondition.

Will our recruiters actually use it?

They help design it. The recruiters who run intake and placement today map the workflow with us, sign off on the gates, and own the system from day one. That is what makes it used a year later.

How do you handle candidate data?

Candidate data stays in your systems; agents read and write there under your access rules. What an agent did with a profile is logged, and no candidate is contacted without a recruiter's approval.

Which workflow should we start with?

Usually timesheet to invoice, because the rules exist and the value shows at month-end. The scan confirms whether that holds for your firm or whether matching or scheduling comes first.

Can this work across several branches or countries?

Yes, if the workflow is the same. One ATS with standardised workflows across branches is the easiest case; the scan reads how far your branches actually share a process.

What do we own at the end?

The system, its documentation, its rules and templates, and the runbooks. We hand it over so your team runs it without us, and we stay available if you want us.

All industries

Staffing and recruiting

Agents on the staffing systems you already run.

We make your ATS and back office fit to carry agents, then put agents on intake, placement and timesheet to invoice, with a person at every decision that matters.

Start with a one-week scan

One week. One placement workflow. A working example on your own data.

AgentLabs puts AI agents on top of the systems staffing and recruiting firms already run. First we fix what stops the ATS and back office from carrying agents, then agents take over intake, matching, placement, scheduling and timesheet to invoice, with a consultant signing off where judgment matters, every action logged, and the firm owning the result.

Where the work stalls in staffing.

Not adopted
The ATS has AI features nobody on the floor uses, because they were bought for the firm and never built into how recruiters work.
Manual matching
Consultants still read every CV and every job order by hand, and the best matches wait in an inbox.
Hours to invoice
Timesheets, rate cards and client approvals live in three systems, and month-end is a week of reconciliation.
Margin under pressure
Every new client means another consultant, so cost grows as fast as revenue.

Three workflows that are usually the first candidates.

Examples to start your own list from. The scan finds the ones that fit your operation.

Candidate intake and matching

Today: New applications and inbound CVs are read one by one, scored by memory, and the shortlist depends on who is at their desk.
Agents take over: Agents read every incoming profile against the open job orders, draft a ranked shortlist with the reasons for each match, and flag missing information.
A person decides: A recruiter approves the shortlist before any candidate is contacted, and can overrule any ranking in one click.
The audit trail records: Every score, its reasons, and the recruiter's decision are recorded per candidate.
Your team owns: The matching rules, the prompts, and the shortlist template live in the firm's own systems, editable by the team.

From our work

Placement and scheduling

Today: Availability, client demand, and shift changes are matched by phone and spreadsheet, and gaps are found on the day.
Agents take over: Agents keep the schedule against live availability and client demand, propose fills for open shifts, and draft the confirmation messages.
A person decides: A planner confirms every proposed fill; nothing is sent to a client or a worker without that confirmation.
The audit trail records: Each proposal, who confirmed it, and what was sent to whom is logged with the time.
Your team owns: The planning rules and the message templates belong to the planning team, who change them without a developer.

Timesheet to invoice

Today: Hours arrive as photos, portal exports and emails, get matched to placements by hand, and the invoice run waits on the slowest client approval.
Agents take over: Agents match hours to placements and rate cards, draft the invoice, and chase the client approval with the right document attached.
A person decides: A consultant approves any invoice that deviates from the agreed rate or hours before it leaves the building.
The audit trail records: The source of every hour, the rate applied, and the approval chain are recorded per invoice line.
Your team owns: Rate cards, approval thresholds, and the chase cadence are settings the finance team owns.

Where staffing firms usually start.

Timesheet to invoice, in most staffing firms. The volume is high, the rules are written down already, and the judgment line is clear: a consultant decides on exceptions, the agents do the rest. It is also the workflow where the value shows at month-end, which makes it the right first proof for the team.

How it would go

01The scan maps the current run with the people who do it today, and reads what in your ATS and back office must change before agents can carry it.
02The working example runs on one client's real data for one month of hours.
03The build adds the approval gate, the audit trail, and the handover to the finance team.
04Only then do we look at matching or scheduling.

The governed layer in staffing.

Where a person signs off

Any contact with a candidate or client, any invoice outside the agreed rates, and any placement confirmation. Agents prepare, people commit.

What the audit trail records

Which profile was scored on what, who approved which shortlist, what was sent to whom and when, and which rate was applied to which hour. Enough to answer a client dispute without a search.

What your team owns

The rules, the templates, the thresholds, and the runbooks, in your own systems. When a rate card changes, your team changes it.

Start with one staffing workflow.

One week, fixed scope. You leave with a map of where AI creates leverage in your operation, a read of your ATS and back-office stack, and a working example of one workflow on your own data.

Start with a one-week scan

What you get

Opportunity map
Workflow candidates
Stack read
Working example of one workflow
Risk assessment
Value estimate
Recommended roadmap

Questions from staffing and recruiting firms.

Does this replace our ATS?: No. The agents work inside the ATS and the back-office tools you already run. Replacing a system is a decision the scan can inform, never a precondition.
Will our recruiters actually use it?: They help design it. The recruiters who run intake and placement today map the workflow with us, sign off on the gates, and own the system from day one. That is what makes it used a year later.
How do you handle candidate data?: Candidate data stays in your systems; agents read and write there under your access rules. What an agent did with a profile is logged, and no candidate is contacted without a recruiter's approval.
Which workflow should we start with?: Usually timesheet to invoice, because the rules exist and the value shows at month-end. The scan confirms whether that holds for your firm or whether matching or scheduling comes first.
Can this work across several branches or countries?: Yes, if the workflow is the same. One ATS with standardised workflows across branches is the easiest case; the scan reads how far your branches actually share a process.
What do we own at the end?: The system, its documentation, its rules and templates, and the runbooks. We hand it over so your team runs it without us, and we stay available if you want us.

Service lines that carry this

Agentic Process Transformation AI Workflow Automation

Work in this sector

Recruitment operations on one stack, across six countries