Your Reqs Tripled.
Your Headcount Capacity Should Too.
Screening hundreds of candidates without burning out your bench. SageScreen gives staffing teams AI screening that runs 24/7 across every open req, so your recruiters focus on submittals and client relationships.
Every New Client Order Adds Screens. It Does Not Add Screeners.
Staffing firms face a math problem that compounds with every new client. More job orders come in but the bench stays the same size. Recruiters end up triaging by gut feel instead of screening methodically, and qualified candidates slip through because nobody had bandwidth to reach them.
The reqs that get attention are the loudest ones, not necessarily the best ones. That is not a scheduling problem. It is a capacity ceiling that determines how many roles your agency can take on.
Speed to Submittal Is a Competitive Metric. Rushing Screens Is Not a Strategy.
Clients measure staffing firms on how fast they can deliver qualified candidates. But when recruiters rush phone screens to hit SLAs, quality drops. Submittals bounce. Clients notice. One bad submittal wave does not just waste the client’s time. It starts the conversation about whether they need a different agency.
We lost the account because our first three submittals did not make it past the hiring manager’s first question. We were screening too fast to screen well.
Burnout Drives Turnover. Turnover Drives More Burnout. The Cycle Does Not Break Itself.
Recruiter teams have shrunk 23% since 2022 while req volume has grown. When recruiters burn out and leave, their open reqs scatter across whoever is left. Institutional knowledge about client preferences walks out the door.
The remaining team absorbs the load, accelerates toward their own burnout, and the cycle repeats. Replacing a recruiter costs time you do not have and ramp-up months you cannot afford.
Scale Your Screening. Not Your Payroll.
SageScreen runs structured AI interviews 24/7 across all your open reqs simultaneously. Your recruiters get scored summaries and evidence packets instead of spending their day on phone screens. Candidates get screened in hours, not days.
Your SLA metrics improve because the screening bottleneck is gone, not because your team is working harder. And every screen is consistent, so your submittals reflect the same bar whether it is Monday at 9 AM or Friday at midnight.
Structured screens across every req. Scored results your team can act on. No new headcount required.
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Every Candidate Gets the Same Structured Screen. Every Recruiter Sees the Same Bar.
Different recruiters ask different questions, weigh different things, and have different thresholds for what counts as “qualified.” The result is submittal quality that depends on who ran the screen.
SageScreen applies the same structured evaluation to every candidate for every role, so your submittals reflect a consistent standard regardless of who is handling the req or what time of day the screen was completed.
One Platform. Many Clients. Every Screen Tailored to the Role.
Each Sage character can be configured per client or per role type. Your healthcare client gets different screening criteria than your warehouse client. Your IT client gets technical depth questions your light industrial client does not need. Setup takes minutes, not days.
And because SageScreen uses credit-based pricing, you only pay for screens that are actually completed. No per-seat fees. No feature gates. Your entire team gets access to everything.
Your Recruiters Close Deals. Let SageScreen Handle the Screens.
Your recruiters should be doing the work that wins placements: building client relationships, negotiating offers, and closing candidates. The phone screen is the most time-intensive, least differentiated part of your process. Let the Sage handle it. Review the results. Submit with confidence.
