Submissions went out. The client kept asking for better candidates.
Put client acceptance, not CV volume, at the centre of delivery.
Scenario context
UK staffing agency · recurring enterprise account · 1 monthly submission cohort
The problem
The account team is sending CVs, but the client repeatedly returns profiles that miss the role context. Recruiters spend time repairing the same mismatch while the account director struggles to distinguish productive activity from submission volume.
The proposed approach
- Record why the client rejects submissions and turn that feedback into an agreed role rubric.
- Apply the rubric to sourcing and StackRanking, with recruiters approving each submission.
- Compare a hypothetical 25% baseline acceptance rate with a 40% target over the same 240 submissions. Test the target against an actual matched cohort before claiming improvement.
Where people stay involved
Client acceptance means permission to progress to the next assessment stage. It does not mean an offer, placement or fee earned. Recruiters retain responsibility for relevance and candidate interest.
What the model calculates
At the assumed acceptance rates, 240 submissions yield 60 accepted profiles in the baseline and 96 in the target case: 36 additional accepted profiles. Delivering 96 at the old rate would require 384 submissions.
What it does not establish
The 40% rate is a target assumption, not an effect proven to be caused by HirePlusPlus. Role difficulty, client changes and sourcing mix must be controlled before making a comparative claim.
Book a demo · HirePlusPlus home