Our ATS already has AI. Where does Struq fit?

We assess those capabilities first. Struq defines and implements the workflow, connects the steps that need connecting and takes responsibility for ongoing operation within the agreed scope. If your current setup solves the problem, we will say so.

Does AI decide who gets submitted?

No. Recruiters keep that decision. The system prepares the information and carries out permitted work, with review and escalation rules agreed before launch. Current interest and authorization are confirmed before anyone is represented to a client.

Do we have to replace our ATS?

No. We start with your existing setup. The implementation plan identifies the access, connections and limitations that matter for the proposed workflow.

Can this help if we need more client assignments?

Potentially, through a different starting point. We would explore a client development workflow rather than assume candidate activation is the right investment.

How quickly should we expect placements?

That depends on your searches, candidate interest, client decisions and the hiring process. We agree early workflow measures and follow financial results over an appropriate period. A system launch date is not a placement guarantee.

Will candidates know when a message is automated?

We agree identification, tone, contact preferences and a route to a recruiter before launch. Approved messages stay within your rules, and anything sensitive goes to your team.

How is candidate and client data handled?

Before launch, we agree the records needed, access permissions, services involved and data handling settings, including suppression records and contact preferences. You review the proposed approach. We confirm those details for the actual solution rather than making blanket promises.

What does the monthly retainer actually cover?

An operated responsibility, not a one-time build. Searches and candidate information change, outreach creates responses and exceptions, and connections and rules need maintenance. Struq monitors and maintains the agreed workflow, reports weekly and makes the improvements. Your team provides the access, decisions and feedback agreed upfront.

How quickly could the first workflow be live?

We target about 30 days for a focused workflow once access and readiness are confirmed. We agree the launch plan, review requirements and outcome before building. Starting with one specialty and one part of the search keeps the initial scope practical.

Do we need an AI plan before speaking with you?

No. Bring the search you want to move forward. We will review the current process, existing capabilities and likely value, then recommend a practical starting point. You do not need to arrive with a technical specification.

Operating Partner · Recruiting AgenciesRecruiting Agencies

Your business. Built to run on AI.More placements made. More searches moving.

Struq builds and runs AI across your live searches, candidate history and client conversations, so the right people are found and reached before a search goes quiet.

Built for your operation. Managed and improved by Struq.

See Where to Start

One valuable workflow first. Prove the value. Build from there.

What Changes

Make more placements from the network you’ve already built.More placements fromyour network.

Find the people you’ve already met.

Every live search starts with the candidates your team already knows.

Restart the right conversations.

Current interest confirmed the approved way, before the search goes quiet.

Keep every live search moving.

Submissions, feedback and interviews with an owner, not a memory.

Your recruiters make the call.

Who to represent and what to tell a client stays with your team.

The Work Between Your Systems

Your network only works as far as someone remembers it.Your network ends where memory does.

A candidate interested at the wrong time. A note that said more than the CV. A search you have filled before.

That history sits in your ATS and in your recruiters’ heads. When a new search arrives, someone searches, reads old notes, asks who remembers, and starts again.

Struq turns your agency’s history into the next conversation.

Find My First Operation

Open work · illustrative example

Sample

New controller search confirmedA controller search is confirmed this morning

Find who your team has already met before the search goes stale.

“Not now,” eight months agoA candidate said “not now” eight months ago

Someone has to remember them and check whether now is the time.

Submission sent, no feedbackSubmission sent Tuesday, no client feedback

The recruiter chases, or it sits.

Interview set, candidate quietInterview next week, the candidate has gone quiet

Confirm they are still in before the client asks.

A past client posts a roleA past client posts a role in your specialty

Verify it is an assignment and prepare the call.

You know these five. So do your recruiters. Struq makes sure they move.

The Same Day, Running on AI

Every search starts with who you already know.

The relevant people are found, with the evidence and its age visible. Interest is confirmed the approved way. The next conversation is prepared for the recruiter who owns it.

Your recruiters own the relationships. Struq runs the system around them.

Explore My First Workflow

Two partners of the firm in a glass meeting room over a shortlist, the recruiting floor behind them

The same day · on Struq

Sample

7:50 AM
The search starts with a shortlistThe controller search starts with a shortlist
Approved requirements read. Twelve relevant records retrieved, with dates and gaps visible, for recruiter review.
Why these moved first
Live search · Manufacturing controller history · Spoke within twelve months
9:30 AM
The “not now” candidate is askedThe “not now” candidate is asked, the right way
Approved message sent. Current interest and availability captured. Record updated.
11:15 AM
Quiet submission, next step takenThe quiet submission gets a next step
Client reminded inside the agreed cadence. Feedback logged for the recruiter.
1:40 PM
The interview is confirmedThe interview is confirmed
Candidate confirmed, details sent, a withdrawal risk flagged early.
3:20 PM
Your partner takes it
The posting reaches a partnerThe past client’s posting reaches a partner
Signal verified against the relationship history. The conversation is the partner’s to have.
4:45 PM
Monday’s report is buildingMonday’s report is already building
Conversations progressed, what needed a recruiter, what to improve next.

Routine work moves inside your rules. Your recruiters keep every representation decision.

Value in the Network You Already Have

What are known candidates worth?What are the candidates you already know worth?

Model the placement fees associated with starting every live search from the people your team has already met. Start with your own search volume and an explicit assumption about what better use of your history wins.

Live searches per month25

Average placement fee$24,000

Share where a known candidate could fill the role40%

Share won by finding and reaching them in time15%

Modeled fee revenue from known candidates

$432,000

Review My Real Numbers

Illustrative placement fees across 12 monthly cohorts, not cash collected or profit. Assumes placements beyond what your current process already makes. Count each search once. Not every known candidate is available or suitable.

Three Ways to Use AI

Every agency will add AI.The ones that pull ahead will run on it.Every agency will add AI.Leaders will run on it.

Adding an AI feature makes a search faster. Running on AI means the right people are found, reached and prepared for the recruiter without anyone carrying it from memory. The difference is who owns the result after launch.

Option 1

Add AI features

the ATS matches, the sourcing tool drafts

Faster searches for the recruiter running them
Someone still reads the old notes
Someone still makes the call
Nobody owns the follow-through

Searches get faster. The chasing stays where it was.

Option 2

Build it in house

a project, a developer, a deadline

Your rules, your systems
A project with a start and an end
Needs an owner after launch
Drifts as policies and tools change

Works until the person who built it moves on.

Option 3

Run on it, with Struq

built, run and improved for you

One agreed workflow, chosen for the business case
Built around your ATS, inbox and calendar
Monitored and maintained after launch
Exceptions routed to your recruiters with context
Reported weekly against the agreed measure

Struq is accountable for the operation.

Talk Through My First Operation

What We Build Around

Built around your agency.Not a template.Built around your agency. Not a template.

Your specialty, your ATS, your contact rules and your standard for a useful candidate shape the work. We assess your systems and build around the context that matters to the first outcome, with responsibilities agreed before launch.

Use what already works. Build what is missing.

See Where We Fit

Your context and rules

Candidate records and notes
Live search requirements
Client and placement history
Contact preferences and permissions
Approved outreach and tone
Review and representation rules
Recruiter responsibilities
Existing ATS and AI

Your recruiting operation

Your context and rules. Built and operated by Struq.

Start with the systems you already use

Bullhorn
Loxo
JobAdder

We confirm available capabilities and access before agreeing the build.

Trust and Control

AI does more. You keep control.

Permitted work progresses within clear rules. Who to represent, what to tell a client and anything sensitive stay with your recruiters, and interest is confirmed before anyone is represented. We agree the boundaries, source checks and escalation process before the workflow begins.

Approved actions

Retrieval, permitted outreach and record updates follow the scope and rules agreed before launch.

Your recruiters’ judgment

Suitability, representation and submission decisions stay with your recruiters, always.

Context with the exception

The right person receives the candidate history, the conversation and the reason a decision is needed.

Visibility into the work

Review actions, exceptions and progress through the agreed records and reporting process.

Where It Can Go

Start where your searches stall most.

Same recruiters. Same database. Same ATS. A very different operation.

Find My First Opportunity

01Candidate rediscoveryStart every live search with the people you have already met.
02ReengagementConfirm current interest and availability through approved contact.
03Submissions and feedbackKeep client feedback and the next action from going quiet.
04Interview coordinationConfirm details, catch withdrawals early, keep candidates warm.
05Client developmentTurn a verified hiring signal and your history into a useful conversation.
06Reporting and exceptionsGive leadership a clearer view of what is moving and what is stuck.

How It Starts

One valuable workflow first, then build from there.

Choose one specialty and one part of the search where better use of your history can create a meaningful result. Agree the scope, access and review rules, then put the operation to work and measure what changes.

STEP 1
Find
Review the constraint, baseline and existing capabilities. Agree the first outcome.
STEP 2
Build
Configure, connect and test the workflow with your agency’s operating rules.
STEP 3
Run
Launch within the agreed scope. Monitor work and route exceptions to the right people.
STEP 4
Improve
Review results, refine the process and expand when the evidence supports it.