Find your fit
Who it is for
It is aimed at search and staffing firms managing both candidate pipelines and client relationships. An in-house hiring team should check whether the client CRM and agency submission workflow fit its process before choosing it over a simpler ATS.
Teams with several recruiters or clients should define job stage names, interviewer ownership, portal visibility and client feedback rules before rollout. Those settings shape both collaboration and the reports that summarize movement through a hiring funnel.
The work it supports
Core capabilities
Every job has a candidate pipeline. Recruiterflow lets an admin change the default for future jobs and customize one job without changing that default; existing jobs keep their current stages. Pilot a representative vacancy before importing a large set of live jobs.
An interview plan defines stage checkpoints and interviewer responsibility. Five system stages remain fixed around a customizable middle. Map the agency's screening, client submission and interview handoffs to the available categories so people and reports describe the same process.
Recruiters can share candidates in a selected job stage with named client contacts. The portal limits clients to that assigned job's files and scorecards, and fields such as email or phone can be hidden. Preview a harmless sample with client-level access before sharing real applicant information.
Client feedback can move a candidate to a predefined stage. Agree what an approval or rejection means in the agency's process, and test the resulting stage and notification before relying on client-side actions for a live search.
The CRM tracks business opportunities and client interactions alongside recruiting work. Client notes and process updates can keep account managers and recruiters aligned; decide which team owns a deal, a job and the client-facing message.
Sequences can combine automated or manual email, SMS, tasks and social steps. LinkedIn sequence steps are marked AIRA-only, and the current guide caps a sequence at 50 steps. Check provider rules, sender identity, opt-out handling and a small test cohort before sending anything at scale.
AIRA Search accepts a plain-language candidate query and is separate from structured Advanced Search. The current FAQ limits it to candidates, not contacts or companies. Evaluate the returned evidence and filters with a small known set before depending on it for shortlists.
Stage categories drive submission and interview reporting. A report can be misleading if a custom stage is mapped to the wrong built-in category, so audit the stage map and a few historical candidate movements before comparing recruiters or clients.
Understand the offer
Pricing and getting started
The viewed USD pricing display shows Platform at $149 per user per month and lists ATS/CRM, sequences, automation, client/team controls, reporting and API access. Monthly and annual selectors are visible, so verify the chosen billing period, currency, taxes, seat minimum and final charge in a current proposal.
AIRA is quote-priced and adds named agents and custom BI features to the Platform scope. AIRA Search and LinkedIn sequence steps are specifically restricted to that plan in the viewed Help pages. Ask for the current AI, data and outreach limits in writing rather than assuming every promoted AI function is included in Platform.
Recruiterflow describes self-service Excel/CSV import as free and a separate paid white-glove migration whose cost depends on data volume. Budget for mapping, cleanup and validation even if the import tool itself carries no migration service fee.
Look a little closer
Before you choose
Run a sample agency workflow with synthetic candidate and client records: create a job, move a card through screening and submission, schedule an interview stage, and inspect what the client can see in the portal. Confirm feedback moves the candidate to the intended stage.
Before migration, test a small CSV export from the old ATS and confirm how jobs, candidate history, contacts and attachments map into Recruiterflow. If using the vendor migration service, put scope, data volume and timing in the written quote.
Review who can access candidate contact details, send outreach and use AIRA. Validate plan entitlements, social and SMS provider rules, and whether stage-based reports reflect the agency's actual milestones.
10 distinct sources behind this profile. Research observed Oct 18, 2026. Features and offers can change.
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