Candidate outreach and interview scheduling
Messages matched candidates by text or email, answers role questions, books interviews and keeps your ATS current.
L4 · Execute within limitsIndustry · Staffing
AI teammates for staffing firmsMore placements. Less busywork.
Clone Solutions embeds with your recruiting and operations teams to put Clones to work on outreach, scheduling, onboarding and timesheets. Recruiters keep the relationships and every hiring decision.
The pressure
What staffing leaders are up against.
Speed decides who wins talent
The best candidates accept the first good offer. Slow outreach and scheduling lose placements to faster firms.
Recruiters buried in admin
Resume formatting, interview scheduling, reference checks and ATS updates eat hours that should go to clients and candidates.
Onboarding paperwork never ends
Background checks, I-9s, credentials and onboarding documents must be complete before day one, across every placement.
Thin margins on every placement
Bill rates are under pressure, so every hour of manual timesheet, billing and payroll work cuts into gross margin.
Where Clones go to work
Five high-value plays.
Screening summaries for recruiter review
Summarizes resumes and screening calls against job-related criteria the recruiter set, so recruiters make faster, better documented decisions.
L2 · RecommendOnboarding packets and document chasing
Sends paperwork, tracks completion of checks and credentials, and nudges candidates until every file is ready for start date.
L4 · Execute within limitsJob order intake and client updates
Captures new job orders from email and calls, drafts requirement summaries and sends client status updates your account managers approve.
L3 · Execute with approvalTimesheet follow-up and billing prep
Chases missing timesheets, flags exceptions and prepares billing and payroll files for your back office to approve.
L3 · Execute with approvalYour first 90 days
From kickoff to first results.
Secure and align
InfoSec approves ATS and VMS connections and candidate data rules. We review screening criteria for anti-bias risk, set approval gates and baseline time to submit and fill.
Recruiting goes live
Outreach and scheduling Clones launch with a recruiting champion and a pilot desk. Recruiters review screening summaries, and every candidate decision stays with them.
Prove and extend
Proven outreach moves to execute within limits. Onboarding starts its rollout, and the 90-day review compares submittals, fill time and recruiter hours against baseline.
Governance
Built for your regulators, too.
- Hiring decisions stay with people. Clones support screening logistics but never reject or select candidates.
- Screening criteria reviewed for EEOC and anti-bias requirements before any Clone uses them.
- Bias monitoring and audit logs on every candidate interaction, ready for review.
- Candidate data handled under GDPR, with consent and retention rules configured by region.
- Local AI-in-hiring rules mapped to your workflows. Guidance only, not legal advice.
Regulatory mapping is readiness work, not legal advice.
Year-1 department sequence
One at a time. Two in parallel.
- InfoSec & Compliance
- Recruiting
- Onboarding
- Sales & Account Management
- Payroll & Billing
- Marketing
Systems we connect
Your stack, not a new one.
BullhornAviontéJobAdderGreenhouseLinkedIn RecruiterIndeedSterlingCheckrSAP FieldglassBeelineSalesforceMicrosoft TeamsSlack
What we measure
The numbers that matter here.
- Time to submit
- Time to fill
- Submittal to interview ratio
- Recruiter hours on admin
- Onboarding completion time
- Timesheet exception rate
Our recruiters spend their day talking to people again. The Clones handle the scheduling, paperwork and chasing, and we place faster.
What Clone Life looks like in staffing
FAQ
Staffing: questions, answered.
Will Clones make hiring decisions?
No. Clones handle outreach, scheduling, document collection and summaries. Recruiters and hiring managers make every decision to advance, reject or place a candidate. We review screening criteria for job relevance and anti-bias risk before Clones use them, and audit logs record each candidate interaction so you can review outcomes for fairness.
How do you address EEOC and AI hiring rules?
During the Secure phase we map your screening workflows to EEOC guidance and the AI-in-hiring rules where you recruit, and we set controls such as human decisions, documented criteria and bias monitoring. That mapping supports your compliance team. It is guidance, not legal advice, and your counsel has the final word.
Do Clones work in our ATS?
Yes. We connect Clones to the ATS, VMS, background check and payroll systems you already run, with InfoSec approving each connection first. Clones read and update records within the permissions their role needs. Where a system needs custom work, our engineers build, test and version a dedicated skill.
Where do staffing firms usually see results first?
Recruiting desks usually go first, because outreach and scheduling are high volume and easy to measure. We baseline time to submit and time to fill in the first 30 days, then report against them at the 90-day review. Onboarding and back office typically follow in the next cycles.
Other industries
See more.
Built for staffing. Run by your team.
Book a Staffing briefing with Clone Solutions.