For staffing and recruiting firms
Get paid for what your recruiters already know.
Every job order, intake call, screen and placement records how your recruiters match people to work. AI labs pay for that kind of record. We license selected records on your behalf, keep candidate information protected and negotiate the best available price.
Systems we often see
- Bullhorn
- Greenhouse
- Lever
- JobAdder
- Crelate
- Avionté
- LinkedIn Recruiter
- Microsoft 365
- Google Workspace
- Zoom
Partner estimate for qualifying records: $100K to $1M+. Buyer interest and value are not guaranteed.
- No files or logins to start
- You pay nothing unless a license is signed
01 Why AI labs care
What your records show that AI can’t do yet.
AI can scan a résumé for keywords. It still struggles with what recruiters actually do: reading what a hiring manager really needs, spotting a strong candidate behind a weak résumé, handling a counteroffer and sensing when a placement is at risk. Your desk notes and placement histories show that judgment with outcomes attached.
What makes staffing and recruiting firms’ records valuable
- Job orders tied to the candidates submitted, the interviews held and who was placed
- Intake notes that show how vague requirements became a clear search
- Outcomes over time: placements that stuck, fall-offs and the reasons why
- High volumes of outreach, screening and client feedback
02 Workflows
The work with the most value.
Buyers look for complete pieces of work, start to finish. In your industry, these are the strongest.
Job intake
Kickoff calls, job orders and the notes that turned a manager's wish list into a real search.
Sourcing and outreach
Search strategies, outreach messages and what got candidates to respond.
Screening and submittals
Screening notes, candidate write-ups and how each candidate was presented to the client.
Interviews and feedback
Client feedback, debriefs and how the search was adjusted as a result.
Offers and placements
Offer negotiation, counteroffers, start dates and early check-ins.
03 Connected records
One piece of work, followed end to end.
This is what connected history looks like, and why it’s worth more than any single file.
Illustrative exampleInvented details. Not client data.
A hard-to-fill search, from intake to placement
- Job orderA manufacturer needs a second-shift maintenance supervisor, with the budget capped at $82,000.
- Intake notesThe recruiter learns the real need: someone who can train a young crew, not just a senior technician.
- SubmittalThree candidates are presented. Two come from adjacent industries, with notes explaining why they fit.
- Client feedbackThe hiring manager passes on one over shift experience and moves two to interviews.
- PlacementAn offer is accepted after a counteroffer, and a 30-day check-in confirms the placement is on track.
Each record is ordinary. Together they show how a recruiter reads people and closes a search. Candidate, client and contact details are replaced before anything is shared.
04 Privacy and rights
What stays out, and what’s reviewed first.
Every industry has its own sensitive material and its own rules. For staffing and recruiting firms, these come first.
Always excluded or removed
Before anything is shared, these stay out entirely or are replaced.
- Background check reports and other consumer reports
- Drug test results, medical information and accommodation requests
- Voluntary self-identification data on race, gender, veteran or disability status
- Social Security numbers, I-9 forms and identity documents
- Candidate and client names and contact details (replaced with consistent stand-ins)
- Passwords, job board logins and API keys
Rights reviewed before any records are shared
Background checks
Background reports are consumer reports under the Fair Credit Reporting Act, obtained for specific employment purposes with the candidate's permission. They stay out of scope entirely.
Medical and protected information
The Americans with Disabilities Act requires medical information about applicants and employees to be kept confidential and in separate files. Medical details, accommodation requests and self-identification data stay out.
Client agreements and candidate privacy
Client contracts often treat job orders, pay rates and hiring plans as confidential, and candidates were told how their information would be used. Both are reviewed before deciding what can be included.
This isn’t legal advice. We flag what we find and encourage you to have your own counsel review. How records are protected
05 How it works
From first conversation to signed license.
We negotiate on your behalf and manage the process. You approve every term, and you pay nothing unless a license is signed.
- 01
Start with a conversation
Tell us about your business, the systems you use and how far back your records go.
No files or logins needed - 02
Agree on what’s in scope
Together we decide what’s included and what stays out. Rights and privacy are reviewed before anything is shared.
You set the boundaries - 03
Bring offers to the table
We present your opportunity to AI labs, compare the offers and negotiate price and terms.
We negotiate for you - 04
Approve and get paid
Nothing moves until you sign. Records are prepared and delivered under the terms you agreed.
Your signature, your call
06 Questions
Questions from staffing and recruiting firms.
New to this? Start with our plain-English guide to licensing business data.
Can a staffing firm license candidate data?
Not personal data. Candidate names, contact details and identifying histories are removed or replaced, and background checks, medical details and self-identification data stay out entirely. What remains is your recruiters' process: intake, screening, feedback and outcomes.
Which recruiting records are most valuable?
Searches followed from start to finish: the job order, the intake notes, the submittals, the client feedback and the placement outcome. Several years across many clients and roles is what buyers look for.
Do our clients need to agree?
It depends on your client agreements. Some treat job orders and rates as confidential. Agreements are reviewed before any records are shared, and records from clients whose consent would be needed stay out unless they agree. This isn't legal advice, so your counsel should confirm.
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