One desk. Fourteen specialists. Clear boundaries.

Receives

A supported digital PDF, DOCX or TXT candidate document, or a configured intake form.

Prepares

A structured candidate record with source passages, provenance, explicit gaps and visible processing outcomes.

Review

Consultants correct extracted fields and resolve explainable duplicate proposals; human-origin values remain authoritative.

Boundary: Does not read image-only files, confirm identity, qualifications or right-to-work eligibility, or decide candidate suitability.

Receives

An incoming vacancy, client notes and the agency's required brief fields.

Prepares

A structured role brief with missing or ambiguous details turned into questions for the consultant.

Review

The consultant confirms the must-haves, terms and questions that still need to go back to the client.

Boundary: Does not invent missing requirements, accept a vacancy or decide whether the assignment should be worked.

Receives

A confirmed role brief and recorded candidate fields.

Prepares

Deterministic fit summaries, concerns and missing information for shortlist review.

Review

The consultant checks the evidence, asks the screening questions and decides who progresses.

Boundary: Does not produce an objective ranking, choose the best candidate or make a hiring decision.

Receives

Approved workflow context and the correct audience template.

Prepares

A reviewable message draft for the intended client or candidate audience.

Review

A person edits and approves every draft before anything can leave the workflow.

Boundary: Does not send messages, promise a placement or invent unconfirmed terms.

Receives

Submission, interview, reference or candidate-update status and the agreed next step.

Prepares

A timely follow-up draft with the relevant context and unanswered question.

Review

The consultant checks the recipient, tone, timing and facts before choosing whether to send.

Boundary: Does not send a chaser, pressure a recipient or invent an update.

Receives

Approved outcomes and changes produced by the recruitment workflow.

Prepares

A proposed record update so useful context can follow the work into the agency system.

Review

A person confirms the destination, field changes and source before any record is changed.

Boundary: Requires a confirmed destination, field mapping and source; it does not replace the CRM or ATS.

Receives

Recorded assignment dates, extension status and candidate availability.

Prepares

A prompt for approaching endings, extension conversations and possible redeployment work.

Review

The consultant confirms the dates and decides which conversation, if any, should happen next.

Boundary: Does not assume an assignment will end, extend or lead to a suitable redeployment.

Receives

Recorded dates, document status and workflow rules for right-to-work, AWR, IR35, GDPR or other obligations.

Prepares

A review prompt for approaching deadlines, missing evidence or information that may need attention.

Review

The responsible person checks the source record and decides the required legal or operational action.

Boundary: Does not confirm right-to-work eligibility, determine employment status, provide legal advice or guarantee compliance.

Receives

The agency offer, strongest assignments, target sectors, geography and commercial preferences.

Prepares

A reviewable ideal-client profile and the criteria that should guide discovery.

Review

A desk lead corrects the profile and decides which criteria should shape future searches.

Boundary: Does not decide which companies are good clients or turn past performance into a guaranteed prediction.

Receives

Approved client facts, consultant notes and relevant workflow history.

Prepares

A shared context for other specialists to use without asking the consultant to reconstruct the account each time.

Review

Consultants remain responsible for correcting the record and deciding what context is relevant.

Boundary: Uses approved context only and does not replace the source CRM or consultant knowledge.

Receives

Sector, geography, seniority, named accounts and a consultant request.

Prepares

A sourced read of hiring signals, re-advertised roles, funding and leadership changes.

Review

The consultant checks the sources and decides whether a signal is relevant or worth acting on.

Boundary: Does not treat a signal as a confirmed vacancy, buying intent or guaranteed hiring need.

Receives

The desk profile, a target brief, patch evidence or a strong candidate profile.

Prepares

A ranked, reviewable company map with a why-them line and the evidence behind each suggestion.

Review

A consultant edits the criteria and chooses which companies, if any, enter the client-development workflow.

Boundary: Does not turn a suggested company into a client or decide that it should be contacted.

Receives

A target company, the agency brief and the question the consultant needs answered.

Prepares

An evidence-backed dossier on the company, its hiring context and likely hiring managers, with inference labelled.

Review

The consultant checks the sources and separates useful evidence from assumptions before using the dossier.

Boundary: Does not present an inferred contact, reporting line or hiring need as confirmed fact.

Receives

A target client, the approved brief, relevant signals and supporting research.

Prepares

A concise call plan covering what changed, why now, who may matter and which questions to ask.

Review

The consultant edits, approves or bins the call-pack before using it.

Boundary: Does not make the call, send an approach, agree terms or predict a client response.