For niche specialists
Your network is the product. Run it like one.
A boutique wins because it knows a market better than anyone bidding against it. That knowledge is usually stored in people's heads and their phones, which means it does not compound and it walks out of the door. Recruitly turns it into something the agency owns.
Where the knowledge actually lives
A network that only exists in individuals is not an asset. It is a risk.
The relationship is on the record
Every person, every company, every conversation, and who on your team already knows them.
1 shared network
What actually makes this desk hard
Relationships do not compound
The consultant who has covered the sector for nine years is worth more than the CRM, and the CRM knows almost none of what they know. Every hire starts their own network from scratch.
You hear about the move too late
The best time to call a candidate is the week they change jobs, and the best time to call a client is the week their team loses someone. Both are public information you are not watching.
Business development competes with delivery
In a boutique the same people do both, so BD is what gets dropped whenever a role gets hot. The pipeline goes quiet three months later, always.
What changes when it all runs in one place
Relationship intelligence, not just contact records
The extension tells you who on your team already knows the person you are looking at, and what happened last time. A ten-year network becomes something a new starter can use on their first week.
Get told when the market moves
Job change alerts on the people you track, so the call happens in the week that matters rather than the quarter. Conversation Intel surfaces what came up across your own conversations.
Sell candidates, not vacancies
Spec Send floats a candidate to a contact outside any job, with a branded or blind CV, an expiry date and open tracking — shown to the client on your own branded page. MPC campaigns do it at scale.
Business development with a home
The BD Hub is a module, not a habit — proactive plays, spec sends, MPC campaigns and job-change alerts in one place, so business development is something you can see the state of.
Store what makes your niche different
Custom fields, skills, tags, folders and industries you define yourself. The vetting detail that matters in your market is a field you can search on, not a note nobody reads.
Map companies properly
Company hierarchies with parents and subsidiaries, people mapped inside each, live LinkedIn company research and enrichment through Apollo, Lusha or FullEnrich when the org chart has gaps.
The compounding asset
Everything your agency knows about a person, in one place
Not a contact card. Every call, email, WhatsApp and note from anyone in the agency, the companies they have worked at, who introduced them, what they were speccing at the time, and what they said no to.
Questions this desk asks
We are twelve people in one vertical. Is this over-built?
Switch off what you do not run. Boutiques typically use Candidates, Jobs, Contacts, Companies, BD Hub and Marketing heavily and leave the rest dormant. Modules you disable do not appear.
Can we keep our own vetting process?
Yes. The Agency Scorecard is your qualification standard, defined by you across money, motivation, mobility, communication and compliance, with comments and an audit trail. Per-job scorecards sit alongside it.
Does the confidential side of the work hold up?
Blind CVs redact the company, dates, institutions and locations. Spec sends expire. Data privileges control who sees which records, and every record carries an audit log.
How does this help when someone resigns?
Their conversations, notes, spec sends and client history are on the records, not in their sent items. Reassign the ownership and the person picking it up can see what was actually said.
Make the network an asset the agency owns
Relationship history, job-change alerts, spec sends and a BD module that makes proactive work visible. Start free and bring your existing contacts with you.