For multi-desk agencies
The size where the reporting starts to lie
Enough desks that you cannot see the work, not enough that you have an analyst. So the numbers come out of exports, get cleaned in a spreadsheet, disagree with each other, and the forecast becomes whichever manager argues hardest. Recruitly reports from the records themselves.
How the Monday number gets made
Four steps, and every one of them is a place the truth can change.
Five reports, off the live pipeline
Weighted revenue at 30, 60, 90 and 120 days — no export, no cleaning step.
0 spreadsheets
What actually makes this desk hard
You are managing a lagging indicator
Placements tell you what happened eight weeks ago. By the time a desk looks bad in the revenue report, the quarter that produced it is already spent.
Nobody trusts the forecast
A pipeline weighted by whoever owns it is a wish list. Without stage-level conversion history there is no honest way to say what a job at second interview is actually worth.
Process exists on paper only
You have a way of working. Some desks follow it, some improvised their own two years ago, and the difference only shows up when a client complains.
What changes when it all runs in one place
Five reports the export could never produce
Per job: Overview, Triage — where applications stall before a human sees them, Conversion stage to stage, Speed and where the days actually go, People, and a weighted revenue Forecast at 30, 60, 90 and 120 days built from the live pipeline.
Performance on the wall, not in an attachment
Pulse dashboards, league boards and smart KPI goals, cast to office TV screens through reoo.tv with auto-rotating views and celebrations. No app install, no Chromecast.
Manager and consultant views that are not the same view
Billings has an agent desk and a manager desk. Calls has an agent view and a manager view. The person doing the work and the person accountable for it need different screens, from the same data.
Process enforced by the system
Automation rules with triggers, conditions and actions, governed centrally and enabled per module — so the way you say you work is the way the software works, on every desk.
Access that fits a real org chart
Roles grant modules, data privileges decide scope — own records, team records or everything. Multi-desk agencies stop having to choose between visibility and confidentiality.
Revenue tracked where it is earned
Placements, retained fees and fee stages on the job, straight through to Xero or QuickBooks. Month end reconciles because nothing was ever entered twice.
The one that changes the Monday meeting
A forecast you can argue with, on evidence
Weighted revenue at 30, 60, 90 and 120 days, built from live pipeline positions and your own historical stage-to-stage conversion — not from what each desk feels good about this week.
Questions this desk asks
Will consultants actually keep the data clean?
Mostly they will not, which is why the record updates itself. Calls, emails and messages log automatically, the AI writes the summaries, and automation moves stages on events rather than on someone remembering.
Can we run different processes per desk?
Yes. Workflows are assigned per job, automation is enabled per module, and master data — statuses, stages, reject reasons, activity types — is yours to define. Perm and contract desks do not have to pretend to be the same.
How hard is a migration at our size?
Import handles CSV and Excel, LinkedIn and Apollo exports, and bulk CV parsing, with an import history showing status and errors per run. Enterprise migrations get a structured plan rather than a weekend.
Do we still need a separate analytics tool?
No, and that is the point. A bolt-on scoreboard reads your CRM over an API, so it can only show numbers that system already finished calculating. Pulse and the job reports read the records directly.
Manage from the pipeline, not from an export
Five job reports, a weighted forecast, dashboards on the office screens and automation that makes the process real. Book a walkthrough with your own numbers in mind.