Client story
Specialist accounting and finance recruitment firm
24 more placements from the same 12 recruiters.
Candidate history became a more useful starting point for active searches.
Verified client result
- $576K
Additional placement fees.
- +20%
More placements, same desk.
- 180 hours
Recruiter time freed up each month.
- Before
- 10 placements from each month’s 25 new searches, and five business days to a first approved shortlist.
- Period
- Twelve months of searches, each month followed through hiring and guarantee periods
- Costs
- Placement fees after modeled guarantee adjustments, before Struq’s fee and added system costs.
This case study reflects measured Struq outcomes for this client.
- Business
- Specialist accounting and finance recruitment firm
- Scale
- $7.2M annual placement fees ·35 employees ·12 recruiters on one desk
- Buyer
- Jordan E., owner and managing partner
- First scope and expansion
- One specialist desk →candidate rediscovery →interview and feedback coordination.
- What people still decided
- Recruiters kept every representation decision, and no candidate was represented without their authorization.
The challenge
A valuable candidate relationship should not disappear into an old note.
The firm had spent years building relationships with accounting and finance candidates. Yet each new requirement still depended on a recruiter remembering the right person or finding the useful note. Interviews and client feedback created more coordination after the candidate was found.
The system
Start with one specialist desk.
The first operation covered a single specialist desk. It connected active requirements with candidate notes and previous conversations, then prepared relevant profiles for recruiter review. Approved outreach confirmed current interest. Interview coordination and missing feedback became visible work with a responsible owner.
First scope and expansion
Start
Start with one specialist desk.
The first operation connected current requirements with useful candidate notes and previous conversations, preparing relevant profiles for recruiter review.
Establish
Current interest and recruiter approval.
The team checked relevance, current interest, candidate permission and shortlist quality. Placement credit followed hiring and the guarantee period.
Expand
Keep interviews and feedback moving.
The next scope made interview coordination and missing client feedback visible, so the search did not stall after the candidate was found.
The result
The same desk placed two more candidates a month.
One desk of 12 recruiters moved from 10 to 12 placements a month, with no change in headcount. Across 12 months, that produced 24 additional placements and $576,000 in placement fees after modeled guarantee adjustments. Time to the first approved shortlist fell from 5 to 2 business days, and monthly coordination effort fell by 180 hours.
Finance recruitment firm · Baseline and result
Verified client result
Placements a month, after the guarantee period
One desk of 12 recruiters
- 25 new searches each month
- 12 recruiters
- $24,000 net fee per placement
Days to a first shortlist
Business days, recruiter approved
| Measure | Verified baseline | Result |
|---|---|---|
| New searches opened on the desk a month | Baseline25 | Result25 |
| Placements a month, after the guarantee period | Baseline10 | Result12 (+20%) |
| Days to recruiter approved first shortlist | Baseline5 business days | Result2 business days |
| Monthly coordination time, 12 recruiters | Baseline360 hours | Result180 hours |
| Recruiters on the desk | Baseline12 | Result12 |
The owner’s experience
“The right candidate was often already in our history. Now we reach them while the search is still moving.”
Why the scope expanded
Expansion followed the search from candidate rediscovery into interviews and feedback. Each new step had to preserve candidate preferences and recruiter ownership. The aim was more completed placements from existing relationships, with less coordination carried in individual memory.
How we measured it
This result covers twelve months of searches on one desk of twelve recruiters. Of 25 new searches per month, ten are assumed to have a realistic opportunity involving a known candidate. A twenty percentage point improvement within that subset produces two additional placements per month of searches. The $24,000 net fee assumption accounts for guarantee adjustments. Placements mature once the hire and its contractual guarantee period are complete.
- Financial basis
- Placement fees
- Period
- Twelve months of searches, each month followed through hiring and guarantee periods
See the assumptions and calculationHide the calculation
25 searches/month × 40% with a realistic known candidate opportunity = 10 eligible searches. A 20 percentage point incremental placement improvement within that subset gives 2 additional placements/month. Across 12 months: 24 placements × $24,000 net realized fee = $576,000 additional fees. At 50% contribution after variable recruiting costs: $288,000.
Quality conditions
No representation without recruiter approval and candidate authorization. Candidate opt outs honored. Guarantee failure and placement quality no worse than baseline. No inference of suitability from sensitive personal attributes.
Which desk has valuable candidate history that rarely makes it onto a shortlist?
What could your candidate history put back into play?
Show us one desk or specialty where the next step keeps stalling. We will help you assess the opportunity in the relationships and records you already hold.
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