Recruitment software for recruitment agencies and firms

An agency doesn't recruit for itself

The difference between an in-house recruiter and a recruitment agency is simple, but it changes the entire software you need: you're not the end client. Every search has a different owner, its own process, its own brand in front of the candidate, and often its own confidentiality. An ATS built for an in-house HR team assumes one company, one reference pipeline and one brand. Hilancer starts from the opposite premise: several clients, several pipelines, and your brand (or your agency's) always in the middle.

That turns into concrete decisions: every position has its own pipeline with stages you can customize per search (there's no single "interview" stage that fits the ten clients you're juggling at once), and a candidate base that's yours and gets reused across searches, no matter which client each process came from.

Sharing without exposing: the client link

Your client wants to see the candidates you present, not your whole base or how you work behind the scenes. That's why Hilancer shares candidate by candidate through a public link, and you choose what goes in it: notes, attachments, both or neither. Notes marked as internal are never shared, no matter the toggle — they're private by design, not by a setting someone could forget to flip.

For an entire search's progress (not candidate by candidate), there's a second link: the per-position progress report. Your client opens it and sees where the process stands without you building a summary by hand every week. And if you'd rather share several candidates at once, the pipeline's multi-select mode generates every link in a single step.

Your brand, not your client's and not ours

The public job portal carries your logo and description, and it's indexed on Google for Jobs so your agency's active searches show up where people actually look for jobs. The application form, the automatic emails on stage changes, and the dashboard where candidates see the status of their applications all carry the same brand. The candidate interacts with you, not a generic platform, and not the name of the company that will eventually hire them (which you sometimes can't even reveal).

When the agency grows: the Teams plan

While you're a single person, the free Lite plan or Pro is enough. Once you add recruiters, the Teams plan adds what a team needs: invite your recruiters, assign candidates across them (say, when someone is out sick or switches searches), and see each one's metrics separately alongside the whole team's, all from the same agency account. It also adds WhatsApp interview notifications for candidates, which meaningfully cuts no-shows for agencies with real volume.

The account owner sees everything: every search, every recruiter, every metric. Nobody is left with an isolated slice of the information.

Screening before the first interview

When a client asks for a specific profile (a minimum language level, availability to travel, a certification), you can build screening questions with automatic knockout rules on the application form: whoever fails a disqualifying condition is flagged without you having to read the CV to find out. And if your agency gets spontaneous applications or you want to build your own base beyond one specific search, the talent-pool link lets anyone drop their CV without applying to a specific opening, and that CV enters your base like any other, ready for whenever you open the search it fits.

Reporting without building a separate spreadsheet

When you close a search (or at any point during the process), you can export a CSV with the full detail of that position: candidates, stages, interviews and notes. If you need to look at the makeup of your entire candidate base (by country, age, seniority, skills), there's a dedicated export for that. And to put together a quick executive summary, the metrics export to Markdown gathers funnel, time-to-fill, offer acceptance, sources and NPS in a format you can paste straight into a document or hand to an AI to draft the summary.

If you use Claude, the MCP integration (Pro plan) lets you ask for a search's report, add a note or schedule an interview in one sentence, without opening the browser. It never deletes, rejects or moves a candidate between stages on its own.

The reputation is yours, not the search's

A candidate left without an answer in one of your agency's processes doesn't make the distinction: they attribute it to you, not the client who was hiring. That's why candidate experience is part of the product, not an add-on: automatic emails on every stage change (you choose which ones), group interviews when you run several interviews for the same search on the same day, and an NPS survey when every process closes, even with those who didn't move forward. Over time, that survey gives you a real number of where your agency stands with the candidate market, not just with your clients.

Frequently asked questions