One platform for recruiting, staffing, time and clients

Manage candidates, client orders, assignments, workers, timesheets and approvals without recreating the same person in five systems.

Explore product workflows and limits to check

When job order, recruiting, placement, assignment, availability, time and approval live in separate tools

For staffing agencies, contract recruitment firms and staff augmentation providers, the problem is not a lack of software but fragmentation. With a front-office ATS, separate CRM, manual planner and disconnected timesheets, every handoff creates duplicates, waiting and numbers that disagree. Management sees the delay only after a vacancy, project or month-end close is already at risk.

The same information is copied across a front-office ATS, separate CRM, manual planner and disconnected timesheets
No owner can see the complete flow: job order, recruiting, placement, assignment, availability, time and approval
Reminders, client updates and reports depend on individual memory
Client, candidate and employee databases develop duplicates and conflicting fields
Leadership receives retrospective reports instead of actionable exceptions
The objective — connect recruiting front office with the operations that start after placement — cannot be measured reliably

HICE connects the work before automating it

HICE uses one data model for job order, recruiting, placement, assignment, availability, time and approval. AI helps teams search, update and prepare work in natural language; workflows, permissions and approvals keep control with accountable people. The result is an operating platform, not a chatbot placed over untidy data.

“Who is available Monday for Nova and matches Java?” → compatible candidates and consultants
“Create Marta's six-month assignment with the client rate card” → connected operational data
“Which May timesheets are missing or awaiting approval?” → exceptions by owner
“Show approved hours and margin by client” → live control without reconciliation

Try it in chat

Examples you can ask:

Static demo of hice's AI chat.

What you get

One source of truth

Clients, people, requests, activity and outcomes across job order, recruiting, placement, assignment, availability, time and approval remain connected and searchable.

AI on operational data

Ask for searches, summaries, updates and actions in chat while permissions and audit history stay active.

Workflow and ownership

Stages, owners, next actions, due dates and approvals make stalled work visible.

Connected CRM and people data

Companies and contacts are not separated from candidates, consultants, projects and operating history.

Time, projects and margin

Operations continue after placement through assignments, timesheets, expenses and project economics.

Exception-based dashboards

Measure what matters to connect recruiting front office with the operations that start after placement without rebuilding an Excel report.

How to design the end-to-end workflow

Start with decisions, not screens. For staffing agencies, contract recruitment firms and staff augmentation providers, the minimum flow should describe job order, recruiting, placement, assignment, availability, time and approval. Every stage needs entry and exit criteria, an owner, a next action and a date. A stage that changes no decision probably does not belong in the workflow.

Separate the standard path from exceptions. Software should make frequent work immediate and surface incomplete cases. Document the handoffs among sales, recruiting, delivery and finance because that is where context and accountability most often disappear.

Owner and SLA for each handoff
Required fields only when needed
A visible next action
History of decisions and approvals

Which data belongs in the same platform

One platform does not mean one giant table. It means consistent identities and explicit relationships: a client has contacts and requests; a person can become a candidate, consultant or employee; a request can create activities, interviews, a project, an assignment and time. That structure removes duplication caused by a front-office ATS, separate CRM, manual planner and disconnected timesheets.

Choose a system of record and update rule for every field. Skills, availability, rate, consent, stage and owner need shared definitions. Before migration, remove duplicates, ownerless records and obsolete stages; moving dirty data makes disorder faster, not better.

Clients, contacts and requests
Candidates, employees and consultants
Projects, assignments and rates
Activities, time, expenses and approvals

What to automate and where humans remain accountable

Automate transfers, reminders, summary preparation, completeness checks and approval routing. These are high-volume activities with a testable rule. Keep a named person accountable for hiring decisions, assessments, commercial terms, rate overrides and financial close.

For every automation, define its trigger, source data, expected output, exceptions and reversal path. AI can extract and organize evidence; it should not invent requirements or make opaque employment decisions. Permissions and audit trails make speed governable.

Automatic reminders and routing
Assistive AI, not a hidden decision-maker
Approval for sensitive actions
Complete logs and reversible actions

Implementation and KPIs that prove the result

Pilot a journey that genuinely crosses job order, recruiting, placement, assignment, availability, time and approval; do not stop at importing contact records. Select a representative team, client or project group, complete one cycle and reconcile outputs with current sources. Expand only after evidence is trusted and parallel trackers can be retired.

The baseline must show whether you are succeeding at connect recruiting front office with the operations that start after placement. Measure cycle time, overdue actions, duplicates, reconciliation hours, adoption and data quality. Add availability, utilization, approved time and margin for staffing or consulting; add time-to-shortlist, stage conversion and vacancy aging for recruitment.

Baseline before go-live
End-to-end pilot
Two reconciled cycles
KPI review at 30, 60 and 90 days

Operating example: IT staffing with 85 active consultants

Sales promised profiles without seeing availability and back office received placements by email. HICE connects request, candidate, assignment, project and time. Once confirmed, a person is not entered again: they become an assignable resource with history, rate and approvals. Operations handles exceptions instead of transferring data between tools.

HICE versus a stack of separate tools

Feature	hice.ai	Fragmented stack
Data model	Connected clients, people and work	a front-office ATS, separate CRM, manual planner and disconnected timesheets
Handoffs	Owned workflow with history	Email, chat and copy-paste
Automation	Across the end-to-end process	Local automations inside each tool
AI	Searches and updates every module	Copilot without operating context
Reporting	Live and exception-based	Periodic consolidation
Adoption	Chat plus full interface	Different forms in every system

Frequently asked questions about staffing agency software

Who is staffing agency software for?

It is for staffing agencies, contract recruitment firms and staff augmentation providers that need to run job order, recruiting, placement, assignment, availability, time and approval without maintaining disconnected databases and trackers.

Does HICE replace ATS, CRM and timesheets?

It can when the scope needs candidates, clients, staffing, projects and time in one system. It can also be introduced in phases alongside current tools during migration.

Can we import Excel, CRM or ATS data?

Yes. Migration starts with mapping, deduplication and record checks so useful history remains available without importing the old disorder.

Does AI decide who gets hired?

No. AI helps extract, search, summarize and organize information. Accountable recruiters and managers make employment decisions.

How are roles and sensitive data handled?

Role-based permissions, action history and information boundaries limit access to CVs, rates, costs and commercial data.

Can we begin with one process?

Yes. Start with recruiting, CRM, staffing, projects or timesheets and connect further workflows when the team is ready.

Which KPIs should we measure?

Measure cycle time, overdue actions, data quality and the specific outcome: connect recruiting front office with the operations that start after placement. Then add conversion, utilization or margin for your business model.