From 10+ days to 20 minutes
In its documented initial rollout, GTS reduced qualification and interview time from more than 10 days to 20 minutes. This measures the first screening stages, not the time to a completed hire.
Read the GTS case studyStaffing agency hiring
Turn candidate volume into shortlists ready for review.
Collect applications, apply role-specific pre-qualification rules, and invite candidates to AI screening interviews. Recruiters review the evidence and decide who to put forward for each client role.
- Role-specific pre-qualification
- Candidate evidence in one view
- 24/7 AI screening interviews
- Your agency decides who to put forward
Agency hiring workflow
Technology hiring
Role criteriaInterview evidenceRecruiter review
Candidate experience across Skill Society
Give candidates room to explain their experience.
“Talking to Alex, the AI, was such a unique experience. It felt seamless and surprisingly engaging.”
From new client role to shortlist review
Give your recruiters a clearer place to start.
Keep the repetitive steps consistent across roles while recruiters verify the evidence, investigate uncertainty, and decide who is ready to represent your agency to the client.
Set the job description, must-have questions, application fields, interview prompts, and timing for the role. Reuse a proven structure when a new brief looks familiar, then tailor what is different.
Use a process tailored to the requirements of each client role.
Client role setup
Step 01
The role keeps its own criteria, sources, and candidate queue visible to the recruiter.
Collect the answers, CVs, and role evidence your team needs, apply configured pre-qualification routing, and keep review cases visible. Recruiters decide what needs a closer look.
Give recruiters role-specific evidence before the next conversation.
When AI screening interviews are enabled, suitable candidates complete a structured role interview on mobile or desktop, day or night. The recording and transcript stay with the candidate record.
Keep momentum moving across time zones and busy candidate schedules.
Review the CV-to-role TalentFit report, interview evidence, workflow stage, and recruiter notes together. Share the evidence with your team or client through the handoff your process supports, then make the next decision.
Explain why you are putting each candidate forward.
Ready to organise the first screen for a client role?
Start with one repeatable role, define the evidence your recruiters and clients need, and measure what changes across the shortlist.
Customer outcomes across Skill Society
See how teams use structured screening across Skill Society.
39% interviewed after working hours
Pet Circle used on-demand AI interviews for high-volume blue-collar hiring, with 39% of candidates completing interviews after hours.
Read the Pet Circle case study
Faster qualification during rapid growth
CreditProtect automated initial qualification for its growing sales team, so recruiters could focus on candidates ready to move forward.
Read the CreditProtect case studyStart with one active client role
Make your next shortlist easier to review and easier to explain.
These customer results come from wider Skill Society screening and interview workflows, not from a staffing-agency benchmark. Begin with one client role, review the evidence with your team, and measure the time and shortlist quality it changes for you.
Questions, answered
Questions about staffing agency hiring
Start with the client role, evidence, and human review points your agency already owns, then map where a faster first pass will help.
How does Skill Society support staffing agencies?
Skill Society helps agencies structure the early hiring workflow around each client role: collect applications and role evidence, apply configured pre-qualification rules, run optional AI screening interviews, and prepare structured evidence for recruiter review. Your agency verifies information and decides who to put forward.
Can each client role have different screening questions?
Yes. Each role can use its own job description, application fields, pre-qualification rules, interview questions, timing, and communication flow. You can reuse a structure for similar briefs while keeping the requirements specific to the active role.
Can we bring candidates in from our ATS?
Skill Society supports selected ATS workflows and can also work with candidates added manually. The available candidate and result handoff depends on the connector and account setup, so confirm your ATS and required workflow before rollout.
Can candidates complete interviews after hours?
Yes. When AI screening interviews are enabled for a role, candidates can complete the structured interview on mobile or desktop without waiting for a screening call. You can still control the role's timing window when your process requires it.
What can a recruiter review before submitting a candidate?
Depending on the configured workflow, recruiters can review application answers, uploaded evidence, the CV-to-job TalentFit comparison, interview recording, transcript, evaluation, question-level analysis, candidate feedback, and current workflow stage.
Does Skill Society automatically decide who gets submitted or hired?
No. Pre-pre-qualification rules and AI-generated reports help organise and prioritise evidence, but recruiters remain responsible for verifying details, applying agency and client requirements, deciding who progresses, and making the final hiring recommendation.
Can we share the shortlist with a client?
Skill Society can help you prepare structured reports, recordings, transcripts, and notes for a client handoff. The exact sharing and access process depends on your account setup and agency workflow; book a demo to map it safely before giving external stakeholders access.