Agency Support

Client wants an update on their 5 open positions.

"AI provides comprehensive update: "I've prepared a complete status report for Acme Corp's 5 open positions. Ready to send or discuss: Senior Developer (45 days open): 3 candidates in final interviews. Top candidate Sarah Chen has second interview tomorrow. Backup candidates John and Maria completed technicals - both rated 4/5 by hiring manager. Expecting decision by Friday. Product Manager (30 days open): 12 candidates sourced, 5 phone screened, 2 moving to onsite. Pipeline is healthy. Challenge: Client's salary range is 15% below market - discussed adjustment. Marketing Director (60 days open): This one's been tough. Presented 8 candidates, 6 rejected for 'culture fit.' Recommend alignment meeting with hiring manager to clarify requirements. I've drafted talking points. Sales Rep x2 (20 days open): Strong pipeline with 8 qualified candidates across both roles. 4 phone screens scheduled this week. Client feedback has been quick on this one. Summary metrics: 28 candidates submitted across all roles, 12 client interviews completed, average time-to-feedback: 2.3 days (good!). Shall I send this formatted report to Sarah at Acme, or would you like to review/edit first?""

Need to submit a candidate to client with compelling presentation.

"AI creates professional submission: "I've prepared a polished candidate submission package for Michael Torres to the VP of Engineering role at TechStart. Submission package includes: Executive Summary: Michael is a 12-year engineering leader who scaled teams from 15 to 80 at his current company. He's built and launched 3 products from 0 to $10M ARR. His leadership style emphasizes psychological safety and continuous improvement - aligned with TechStart's culture values. Key Qualifications Match: Requirement: 10+ years engineering experience. Michael: 12 years, last 6 in leadership. Requirement: Scaled engineering teams. Michael: Grew team 5x while maintaining quality metrics. Requirement: Enterprise SaaS background. Michael: Led development of B2B platform serving Fortune 500 clients. Differentiators: Published thought leader - speaks at engineering conferences. Implemented engineering career ladder that reduced turnover 40%. Track record of promoting from within - developed 4 directors from senior engineers. Compensation alignment: His expectation ($280K-$320K + equity) aligns with the role's $300K band. Interview Prep Notes: Motivations for move (growth opportunity), potential concerns to address (startup size), and ideal interview format. Shall I send this to Jennifer at TechStart with your standard introduction?""

Client questioning the placement fee for a recent hire.

"AI helps resolve: "I've pulled together the documentation for the TechCorp fee discussion. Here's the situation and recommended response: Agreement terms: Your contract with TechCorp specifies 22% of first-year salary for permanent placements. Signed agreement dated January 2024, signed by their VP of HR (Sarah Martinez). The placement: David Kim, Senior Product Manager, hired March 15, 2024. Starting salary: $165,000. Calculated fee: $36,300 (22% × $165K). Client's concern: They believe the fee should be based on $145K (the originally posted salary range), not the actual offer. Your position supported by: Contract clearly states 'first-year compensation' not 'posted range'. Industry standard is actual offer, not posting. Their counter-offer increased salary to secure the candidate (we advised they'd need to go higher). Resolution options I'd suggest: 1. Hold firm with documentation (recommended) - you're in the right and have clear contract language. 2. Goodwill discount of 1-2% to maintain relationship if they're a high-value client. 3. Offer to apply difference to future placement as credit. I've drafted a professional response email that acknowledges their concern while firmly citing contract terms. TechCorp has placed 4 candidates through you in 18 months - relationship worth preserving. How would you like to proceed?""