Job orders with pay ranges
Hiring managers post roles with the pay range, location and must-haves, so the first submittal matches the brief.
- Home
- Mobile App Development
- Professional services
- Customer self-service app for Recruiting agencies
Customer Self-Service App for Recruiting Agencies
A customer self-service app for recruiting agencies lets employers post a job order, review candidate submittals, book interviews and approve temp timesheets without a string of emails. SIZ Group builds it for iOS and Android, so hiring managers can act from the warehouse floor or the boardroom.
01
Where a placement stalls between the job order and the start date
A placement can stall at several points. A job order sits in an inbox because the hiring manager never confirmed the pay range. Submittals go out, but the client takes four days to answer, and by then the strongest candidate has accepted another role. A start date slips because a reference check came back late from a previous employer.
Employers read each delay as a sign of weak service. A hiring manager who cannot see where a role stands will call the recruiter, which pulls the recruiter away from sourcing. A self-service app shows every open job order with its stage, the candidates waiting for feedback and the interviews already booked.
02
Which client features to build before anything else
Begin with three client-facing pieces: a job order form that captures the pay range, location and must-have skills, a submittal view with one-tap feedback and an interview calendar that shows open slots. Those cover most of the daily back and forth between an agency and its employers.
Invoices, timesheet approvals and candidate analytics can follow. Timesheet approval in particular adds payroll data that needs its own testing, so we would confirm the volume of temp placements before scoping it.
- A job order form that captures pay range, location and must-have skills
- Candidate submittals with one-tap accept, decline or interview
- An interview calendar showing open slots for each hiring manager
- A feedback prompt sent when a submittal waits too long
03
Candidate data, background checks and job ad disclosure rules
Candidate records include résumés, references, pay history and sometimes the results of a background check. When an agency orders a check through a third party, the Fair Credit Reporting Act requires written disclosure and consent from the candidate, plus an adverse action notice before any decision based on the report. The app should record each step against the candidate, not in a side folder.
Several states also require pay ranges in job postings. Colorado, California, New York and Washington each have rules of this kind, so the job order form should require a pay range that matches the advertisement. Counsel should confirm which states apply to the roles you fill and which privacy laws cover candidate data.
What you get
Key features
Submittals in one view
Each candidate arrives with a short summary, and the hiring manager accepts, declines or asks for an interview in one tap.
Interview booking
Managers pick from slots the recruiter has opened, and each invitation includes the candidate summary.
Timesheets for temp staff
Weekly hours go to the manager for approval, with figures ready for the agency's invoice.
Status for every role
Each job order shows whether it is open, in interviews, offered or filled, without a phone call.
04
Hiring peaks, slow months and the pipeline calendar
Agencies see clear waves. January brings a hiring surge as budgets reset, while seasonal warehouse and retail roles fill in the autumn ahead of the holidays. Summer is busy for hospitality and events, and accounting temps spike between January and April, when firms need extra help with filings.
The app should flex with those waves. Reminders to employers can start earlier before a known peak, and the interview calendar can offer evening slots during a crush without adding recruiter hours. In a slow month, the same calendar can book quarterly review calls with the agency's largest clients.
05
What the agency needs from each employer before go-live
Before launch, the agency should gather each employer's standard job order fields, the hiring managers who may log in and the approval limits for offers and timesheets. Name a recruiter and a backup for every account, so a reply never waits on one person's leave.
Access rules matter too. A hiring manager should see only the candidates submitted to their own roles, never another employer's pipeline. Candidate résumés and background results stay out of the employer view unless the candidate has consented to share them.
- Job order fields and pay range rules for each employer
- Named hiring managers and the approval limits for each
- A recruiter and backup assigned to every account
- Consent wording for sharing a candidate profile with a client
06
Measures for placements, response time and repeat hiring
Choose measures the agency already tracks in its applicant tracking system. Time from job order to first submittal, time from submittal to client feedback and the number of roles that close with a start date are useful starting points. Record a full quarter of baseline data before launch.
Repeat hiring is the number that matters most to the owner. Compare how often employers who use the app post a second role within a year against those who do not, and track how many referrals come from client contacts. Share those figures with the partners at the quarterly review.
Will hiring managers see candidates from other employers?+
No. Each employer sees only the roles and candidates attached to its own job orders. Employer accounts stay separate, and the access list is reviewed whenever a manager leaves the company.
Can we keep our current applicant tracking system?+
Often yes. Many agencies run Bullhorn or a similar platform behind the scenes. We confirm what your system exposes, then decide whether the app reads from it, writes to it or runs alongside it during the first phase.
How do we handle a candidate who does not consent to be shared?+
The app sends a candidate profile only after the recorded consent step. Without consent, the employer sees a role summary and a message from the recruiter, and nothing that identifies the candidate.
How do you handle pay transparency rules in job orders?+
The job order form requires a pay range before a role can be published. Counsel decides which states apply, and we build those rules into the form, so a missing range is caught before the job goes live.
How much should we budget for the first release?+
Pricing begins at $4,500 for a mobile app. The total moves with integrations, the number of employer roles and the first-release features, and it is set out in writing after the free scoping call.
Related
All professional services pagesMore for professional services
Let's make it happen
Give employers a faster way to hire with you
Phone +1 254 323 2698 or email info@sizgroup.com to arrange a free scoping call. Your scope and price arrive in writing from there.