Recruitment consultancies
Organize the client mandate without pretending every contact is an applicant.
Coordinate hiring-company contacts, role briefs, internal research tasks and client follow-up while applicant tracking and sensitive candidate processes remain separately assessed.
- 01Clarify mandate
- 02Agree brief
- 03Coordinate work
- 04Follow up
The hiring company relationship needs its own record.
A recruitment consultancy works for a client organization and coordinates several decision-makers. Tsumira can organize that commercial relationship and the project work around a mandate. It is not an applicant tracking system. Assess candidate data, retention, consent and disclosure requirements before using a general business workspace for personal recruitment information.
A concrete workflow
Clarify mandate
Record the hiring organization and its decision responsibilities.
Agree brief
Maintain a reviewed role and scope document.
Coordinate work
Assign internal research and client clarification tasks.
Follow up
Record the next client meeting and outstanding decisions.
Record who owns the client's decision.
Maintain the hiring company and its operational and decision contacts in CRM. Use activity records for mandate discussions, unanswered questions and agreed next steps. Distinguish the hiring manager's requirements from comments still awaiting internal approval so the team does not act on an unconfirmed brief.
- Hiring-company contacts and activities
Keep the role brief reviewable.
Develop a shared brief covering the assignment, scope and practical constraints. Give internal research and client clarification tasks explicit owners. A task board can organize delivery responsibilities, but it should not be described as candidate matching, CV parsing, screening or an application-stage system.
- Collaborative briefs and assigned project tasks
Keep commercial follow-up distinct from candidate processing.
Record customer meetings and next actions against the mandate. Choose access to supporting documents deliberately and review the suitability of any personal material. AI drafting does not authorize automated selection or disclosure; human responsibility and a validated data-handling process remain necessary.
- Customer history and deliberate document access
An illustrative working example
Illustrative scenario: a search mandate
A consultancy receives a role brief from a growing client. CRM identifies the commercial sponsor and hiring manager, Docs holds the reviewed assignment, and tasks track client questions and internal preparation. Candidate applications and selection records remain in a separately validated ATS or recruitment process. The client changes the reporting line described in the role brief. The mandate owner confirms the change with the authorized contact and updates the reviewed assignment before revising internal work. The pilot uses the client side of one mandate, not a bulk candidate import. It checks whether a colleague can understand the hiring company's decision process and outstanding questions while applicant records remain in the approved specialist process. Document the purpose of each retained record before expanding the pilot.
Questions about this topic
Is Tsumira an ATS?
No. Applicant pipelines, CV parsing, candidate matching and recruitment compliance are not claimed by this page.
Can the CRM hold hiring-company contacts?
Yes. Companies, contacts and activities support the client-facing side of a mandate, subject to access and data-handling decisions.
Should we import all candidate CVs?
Do not start with a blanket import. Assess purpose, access, retention and specialist process requirements first.
Can AI rank applicants here?
No candidate-ranking capability is claimed. Administrative drafting must not be confused with automated hiring decisions.
Explore connections around this workflow.
Ideas for intended connections. Check the actual availability, permissions and supported data for each app before using a scenario.
