Use this page to scan recent stories from Recruiterflow, see the themes that keep appearing, and jump into complete story briefs.
The thing that keeps most firms on software they have outgrown is not price. It is the database. Years of records, notes and client history, plus the accumulated knowledge of people who have since left. Nobody wants to be the person who signed off on the migration that lost it. That fear is reasonable, but ... ATS Data
Every new requisition tends to trigger the same response: open LinkedIn, search job boards, and start building a fresh candidate list. That is often the wrong first move. Recruitment firms should search their existing database before sourcing externally because it can shorten time-to-hire, reduce sourcing costs, and su
Somewhere in your sales cycle, a client’s procurement team will send a security questionnaire. It will ask whether your ATS is SOC 2 compliant, how you handle GDPR, and where candidate data is stored. Most recruiting firms answer that questionnaire by forwarding it to their software vendor and hoping. That works until
When a recruitment team reaches capacity, hiring another recruiter feels like the obvious answer. Sometimes it is. But sometimes the team is not out of capacity. Its capacity is buried under manual follow-ups, unnecessary clicks, disconnected reporting and workflows that depend on recruiters remembering every next step
n August 2026 the AESC launched a training programme for search firms. It is called AI 101. The association has represented this industry since 1959 and speaks for more than 16,000 professionals across 80 countries. A day after the course, it launched a second service: an audit of the AI tools firms have already bought
Most recruitment firms do not have a reporting problem. They have a data problem wearing a reporting costume. The dashboards exist. Somebody built them during implementation. They are accurate for about three weeks, and then a recruiter stops updating a stage, a call happens that never reaches a record, and the numbers
Andiamo has been placing the top 0.2% of tech talent for 22 years. Palantir, Amazon, Pinterest, Duolingo, VISA. Twenty-two years is long enough to have tried most things. They ran on Bullhorn, which they found overly complex with layers of legacy. They tried JobDiva, which lacked the depth they needed. Then they moved,
Lost & Found: We Finally Found Where Our 7-Year-Old UI Went. Spott Is Still Using It To Review Us In 2026! Spott’s comparison page — updated as of July 2026 — deliberately misinterprets Recruiterflow by using outdated product screenshots of Recruiterflow. Not slightly outdated. Seven years old! That isn’t a product com
980 hours. That is what one four-person recruiting team got back in a year. Not through hiring, not through working later, and not through trying harder. Here is where those 980 hours had been going: sending 69,306 emails and 48,400 text messages. One at a time. By hand. Total Aviation Staffing automated 117,706 messag
You spent months building relationships with candidates who didn’t land the role. Then the search closed, the pipeline moved on, and those people quietly went cold in your database. Most of them are still qualified. Most of them are still reachable. And most firms never contact them again. That’s a placement problem hi
Your next placement is probably already in your database. The problem is finding them. Most recruiting firms sit on thousands of candidate records they never touch. Contacts have changed jobs, titles are years out of date, numbers bounce, and the same person exists three times under two spellings. So recruiters source
Your firm is paying twice for the same candidates. Once when you sourced, screened and interviewed them. Again a year later through a job board or a LinkedIn seat, because the record went quiet and nobody remembered it was there. That second bill is real money. It just never appears as a line item, so ... The Real Cost
Open the app view when you want faster scanning, saved stories, and source-focused reading in one place.