White-Label Hiring Pipeline Setup for SMB Clients (10-15 days)
A structured engagement where agencies deploy and manage an applicant tracking system for small business clients, covering job distribution, screening, and reporting, often under the agency's brand. Time: 10-15 days.
By InnovaAI ResearchPublished
How do you implement it?
White-Label Hiring Pipeline Setup for SMB Clients (10-15 days)
A structured engagement where agencies deploy and manage an applicant tracking system for small business clients, covering job distribution, screening, and reporting, often under the agency's brand.
- Client has at least one active hiring need or recurring recruitment volume
- Access to client's existing job descriptions and hiring criteria
- Agreement on candidate volume expectations and time-to-hire targets
- Decision on white-label branding requirements (e.g., GoHire's full white-label option)
- Defined escalation path for interview scheduling and offer management
- 1.Audit the client's current hiring process and document bottlenecks
- 2.Identify the key roles to be filled and their specific requirements
- 3.Confirm the decision-makers and approval workflow for hires
- 1.Select the ATS platform based on client needs and budget
- 2.Configure the pipeline stages (e.g., applied, screened, interviewed, offered)
- 3.Set up job posting templates and distribution channels
- 1.Customize the candidate application form and screening questions
- 2.Integrate the ATS with the client's email and calendar systems
- 3.Establish automated acknowledgment and rejection email templates
- 1.Populate the system with existing candidate data and job orders
- 2.Train the client's hiring team on basic ATS navigation
- 3.Define reporting metrics (e.g., time-to-fill, source effectiveness)
- 1.Launch the first job postings across selected boards
- 2.Begin monitoring candidate inflow and screen initial applications
- 3.Adjust screening criteria based on early applicant quality
- 1.Implement AI-assisted screening rules to rank candidates
- 2.Set up interview scheduling automation for shortlisted candidates
- 3.Create a feedback loop for the client to refine job descriptions
- 1.Review first-week performance and identify drop-off points
- 2.Optimize job postings for better visibility and click-through
- 3.Prepare a mid-engagement status report for the client
- 1.Conduct a mid-point review with the client to align on progress
- 2.Adjust pipeline stages or screening questions as needed
- 3.Document any custom workflows or automations built
- 1.Expand job distribution to additional boards or niche sources
- 2.Test the automation stack for reliability and response times
- 3.Begin compiling candidate quality metrics for the final report
- 1.Finalize the reporting dashboard with key hiring KPIs
- 2.Deliver a training session for the client's team on self-service use
- 3.Hand over administrative access and documentation
- 1.Run a parallel test of the system with a live vacancy
- 2.Collect feedback from the client on usability and gaps
- 3.Implement any final tweaks to workflows or automations
- 1.Prepare the final handover package including SOPs and login details
- 2.Schedule a post-launch support call for the following week
- 3.Confirm the client's satisfaction with the defined completion criteria
Agencies can charge a premium for white-label ATS management because it replaces the client's need for a dedicated recruiter or HR hire, which typically costs $40k-$60k annually. The agency's margin comes from leveraging a single platform (like GoHire) across multiple clients, spreading the subscription cost and standardizing delivery. Recurring management fees provide predictable monthly revenue.
- Configured ATS instance with branded application portal
- Job posting templates and distribution playbook
- Screening criteria and automated workflow documentation
- Reporting dashboard with time-to-fill and source analytics
- Training materials and admin handover guide
The client's first two job postings have been live for at least 5 days, the agency has screened and shortlisted candidates, and the client has signed off on the reporting dashboard and training completion.