Recru grows weekly candidate submissions roughly 60–80% with the same team

At a Glance

• Roughly 60–80% more weekly candidate submissions per recruiter, from about 5 to 8 or 9
• About 67% more positions worked per recruiter each week, from 3 to 5
• The team maintained headcount and continued meeting every candidate before submission

More client demand, the same standard of care

Recru’s recruiters are handling more work with the same team. Following a broader technology-stack overhaul that included Alex, weekly candidate submissions per recruiter increased from about five to eight or nine, while positions worked grew from three to five.

For a firm that personally meets every candidate before submitting them to a client, increasing that capacity required a different first step. Recru serves contract, contract-to-hire, and direct-hire technical searches from its Houston and Dallas offices. As client demand accelerated, the team’s calendars became a constraint on how many applicants it could consider.

Qualified people could go unscreened simply because recruiters ran out of time. New roles added pressure to move faster, while the team wanted to keep the personal contact that defined its service.

Let the first round start before a calendar opens

Recru made Alex the initial screening step for roles connected through its updated recruiting technology stack. The workflow starts in the applicant tracking system: a new position syncs to Alex and is posted to the career site. Applicants for those roles are then routed into screening without waiting for a recruiter to schedule the first conversation.

Because interviews can run around the clock, initial screening continues when recruiters are occupied with other candidates or client requirements. The team can review the results and direct its attention to the next conversations that need personal involvement.

Recru kept its existing quality standard in place. Recruiters still personally meet every candidate they submit to a client. Alex handles the earlier stage, allowing the team to apply that standard across a larger volume of work.

Measure the gain in the work recruiters actually do

The change is visible in Recru’s weekly operating measures. Each recruiter now submits roughly eight or nine candidates, compared with about five previously. Each works five positions a week, up from three. Those measures describe more candidate recommendations and broader coverage of client requirements from the same-sized team.

Alongside the increase in weekly recruiter output, Recru reports more client interviews and offers, including record weeks and a record first quarter.

Recru describes the change in weekly output: “Since adopting Alex, submittals per recruiter have risen from five a week to eight or nine.”

More client searches served by the same team

Recru’s recruiters now work five positions a week, up from three, and submit about eight or nine candidates, up from five. The same-sized team can bring its service to more client requirements.

The firm still personally meets every candidate before a client submission. Alex handles the initial screening stage, giving recruiters more capacity for those conversations as the volume of work grows.

Jordan Brown, Chief Executive Officer, describes the result: “We are producing substantially more with the same team we had last year.”