GoHighLevel for recruiting agencies: the real cost and the setup that matters

Recruiting firms run two phone lines that pull in opposite directions. Candidates call about applications, interview times and paychecks, often on a lunch break or after a shift ends, when recruiters are off the clock. Hiring managers call with new job orders and expect a callback within the hour, because they have usually briefed other firms too. A recruiter buried in candidate calls misses the job order, and a slow reply to a strong candidate hands that person to a competing agency.

Why recruiting agencies miss leads

These are the calls and messages a typical recruiting firm has to catch. Each one is a job, a booking or a sale if someone answers quickly:

• Candidate checking on an application
• Confirming or moving an interview time
• Temp worker calling out from a shift
• Hiring manager placing a new job order
• Question about timesheets or pay dates
• Candidate asking about open roles nearby
• Reference returning a recruiter's call

Five workflows to build first

1. Application acknowledgment and knockout questionsWhen a candidate applies through a job form, they get a text within minutes confirming receipt and asking three factual questions: shift availability, commute range and any required license. Answers write to custom fields, so a recruiter can filter a smart list before calling anyone.
2. Interview confirmation chainAfter a recruiter books a client interview, the candidate gets a text with the address and dress code, a reminder the evening before, and a 'reply C to confirm' message two hours out. No confirmation creates a call task, so the recruiter can line up a backup.
3. Job order intakeA hiring manager's request form creates an opportunity in a 'New job order' stage with role, pay range and start date, assigns the account recruiter, and texts the manager the name of the recruiter who will call back and when.
4. Redeploy finishing tempsTwo weeks before an assignment end date stored on the contact, the worker gets a text asking about availability and the next role they want. Responders move into a 'Ready to redeploy' stage that the team works first each morning.
5. Runner-up re-engagementCandidates tagged as strong runners-up get a short email and text when a new role matching their skills tag opens, so last month's finalists hear about the next job before it goes on the job boards.

HighLevel's workflow builder runs all of these, and missed call text back is usually the quickest win.

What it costs

Our assumptions for a typical recruiting firm: 350 calls a month answered by Voice AI at 3 minutes each, 2,500 text segments and 5,000 emails. These are starting points, not measured data.

Change any number in the cost calculator with these figures loaded. Every rate is explained in our GoHighLevel pricing guide.

Adding an AI receptionist

Voice AI can answer the calls above around the clock, book them into the calendar and pass the hard ones to a person. On our assumptions it costs about $0.24 per answered call, phone line included. What the AI should handle, what it should hand to staff and a sample call are in our guide to an AI receptionist for recruiting agencies.

Rules to watch

General information, not legal advice. Check the rules for your state with a qualified professional.

Software recruiting agencies often use

Bullhorn, LinkedIn Recruiter, JobAdder, Indeed, Greenhouse, Crelate. Check the HighLevel marketplace or ask HighLevel before assuming any of these connect directly.

Which plan

One recruiting firm fits on Starter at $97 a month, which includes 3 sub-accounts. Move to Unlimited at $297 if you run more than three locations or brands. Agencies serving many recruiting agencies should compare Unlimited with Agency Pro and SaaS Mode, which lets you resell and mark up usage.

Cost your recruiting firm Try HighLevel

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