More placements. Fewer employees. Better margins.

We cut our recruiting team from 70 to 40. Revenue doubled. Margins expanded. Reqs got filled faster. Now we install the same playbook for recruiting firms that don't have in-house engineers.

Built by the Near team (staffing firm, 800+ active contractors currently) · ~$30M gross annual revenue · 950+ US companies · Founded by Hayden Cohen & Franco Pereyra

Book a 30-Minute Call 2/5 client slots available

Your recruiters are wasting 10+ hours a week on admin work

Most recruiting firms we talk to have the same problem: senior people buried in tasks that should be automated. The margin leak is massive and invisible.

Resume screening and formatting candidate profiles
Chasing hiring managers for feedback
Checking in with candidates manually
Updating your ATS and copy-pasting between systems
Manual sourcing on job boards for hours

$208,000

wasted per year for a 10-recruiter team

The math: 10 recruiters × 10 hrs/week on automatable tasks × $40/hr fully-loaded cost × 52 weeks = $208,000/year in capacity your team is burning on work a machine should do.

Your recruiters should be closing deals and building relationships. Not copy-pasting between systems.

Results from a client, 90 days in

First candidate batch sent

12 → 4

days

Time to hire

50 → 20

days

Fulfillment rate

40% → 70%

Reqs per recruiter

9 → 17

Faster sourcing, faster submissions, faster feedback loops. Same team, more capacity, better margins.

Things we built

Recruiting

Candidate sourcing automation — AI scans job boards, LinkedIn, and your existing database to surface qualified candidates before your recruiters even start searching
Resume screening and ranking — incoming applications scored and ranked against job requirements automatically. Your team reviews the shortlist, not the long list
Client intake to job brief pipeline — intake calls automatically transcribed, structured into job briefs, and pushed into your ATS with the right fields populated
Candidate status automation — hiring managers and candidates get proactive updates without your team manually chasing anyone
ATS cleanup and pipeline hygiene — stale candidates flagged, duplicate records merged, pipeline stages kept accurate without manual audits

Finance & Accounting

Automated bank reconciliation — transactions matched across bank feeds and accounting systems automatically, with exceptions flagged for human review instead of manual line-by-line matching
Accounts receivable follow-up — overdue invoices tracked and escalated automatically with personalized reminders sent on schedule, so your team isn't chasing payments manually
AP invoice processing — vendor invoices captured, coded to the right GL accounts, and queued for approval without manual data entry or duplicate payments

Marketing & Sales

Referral generation engine — automatically identifies warm intro opportunities from your existing client base and triggers personalized outreach sequences to generate qualified referrals
AI lead scoring — inbound leads scored and prioritized based on firmographic data, engagement signals, and historical close patterns so your sales team focuses on the deals most likely to close
Automated contract generation and sending — contracts auto-populated from CRM deal data, sent for e-signature, and tracked through completion without your team touching a template

Two ways this pays for itself

Keep your fees. Pocket more.

Your cost per placement drops because your recruiters are handling more reqs with less overhead. Same revenue, better margins.

Lower your fees. Win more business.

You can undercut competitors on price without hurting your margins — because your cost structure is leaner than theirs. More deals, same profitability.

Most firms we work with end up doing both — better margins on existing clients, more competitive pricing to win new ones.

We did this to ourselves first

We built Near (staffing firm, 800+ active contractors currently) — a company that helps US businesses hire pre-vetted talent from Latin America. We scaled from 3 to 70 people in three years. Growth was fast. The workflows didn't keep up.

So we automated everything that didn't require a human relationship. Revenue per employee went from $430K to $750K. We went from 70 employees back to 40 — while growing revenue 100% year over year. We're at ~$30M in gross annual revenue right now.

We know which automations change the P&L and which ones just look impressive in a demo. Most automation firms will sell you a nice-looking dashboard. Complete slop. We've tracked what actually moves recruiting metrics in our own operation for years.

950+

US companies trust Near

45,000+

Pre-vetted candidates

800+

Active contractors placed

~$30M

Gross annual revenue

Founded by Hayden Cohen and Franco Pereyra. We built Near from scratch and now we're bringing the same engineering and automation expertise to recruiting firms like yours.

Why firms choose us over generic AI vendors

Typical AI vendors

Cookie-cutter approach

Generic automations with no recruiting industry expertise. They don't know your workflows.

We run a recruiting operation

We know recruiting workflows because we live them. Every automation is built from operator experience, not theory.

Typical AI vendors

Big transformation project upfront

Six-figure proposals before proving anything works. Months before you see results.

Start small, prove ROI

We identify the 2-3 highest-impact automations and build them in weeks. You see results in 90 days.

Freelancers

Hard to vet, inconsistent

No recruiting domain knowledge. You spend more time managing them than they save you.

Dedicated engineers, recruiting-native

Our engineers have automated sourcing pipelines, candidate scoring, ATS integrations, and client reporting — for real recruiting firms.

How firms get started

Free workflow mapping

We look at where your recruiters' time actually goes and find the highest-waste areas. 30 minutes, no commitment.

Identify highest-ROI automations

We pinpoint 2-3 automations that will have the biggest impact on your margins — usually sourcing, screening, or ATS/admin workflows.

Our engineers build them

Typically scoped and delivered within a few weeks. They work directly with your team leads so everything fits how your firm actually operates.

Our engineers have experience automating recruiting workflows specifically — sourcing pipelines, candidate scoring, ATS integrations, client reporting. No generic playbooks.

Common questions

We're not selling tools. We redesign the workflow first, then automate. That's why clients see results in 90 days, not 90 minutes.

They usually do. Until their req load drops and their placement rate doubles. We've done this transition before — with our own team.

Tools automate one step. We look at your entire recruiter workflow, find where margin is leaking, and fix the process before adding any automation.

Freelancers are hard to vet and rarely have recruiting domain knowledge. Our engineers have automated sourcing, screening, and ATS workflows for real recruiting firms. They hit the ground running.

We specifically work with firms recruiting for healthcare, finance, legal, industrial. Non-tech verticals are actually easier to automate because the workflows are more standardized.

30 minutes. We'll ask about your current workflow, find where margin is leaking, and tell you exactly what we'd automate first. If we can't help, we'll say so.