The CRM Built for HR & Staffing Firms
Manage client relationships, job mandates, candidate pipelines, and placement tracking — built for recruitment agencies, staffing firms, and HR service providers.
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Mandate intake to placement workflow
Candidate stage progression and feedback loops
Client account expansion and retention tracker
Payroll compliance calendar automation
Free Tools for HR, Staffing & Payroll
8 free tools handpicked for your industry — no sign-up required.
Popular Integrations for Hr Staffing Payroll
8 integrations available for your industry — connect the tools you already use.
“Our placement team was juggling mandates and candidates in spreadsheets. Now everything's in one CRM and our time-to-fill has dropped significantly.”
Aditi Sharma
Operations Head · TalentBridge Staffing Solutions
The problems holding this industry back — and the fix
Every team in this space loses revenue to the same recurring gaps. Here is what they cost you and how HelloGrowthCRM closes each one.
Offer-drop is brutal — candidates accept, go silent, and no-show on joining day because nobody stayed in touch for the notice period.
Offer-to-joining sequences keep candidates engaged with scheduled WhatsApp check-ins and recruiter tasks across the notice period, catching cold feet early.Offer-to-joining follow-up
Two consultants submit the same candidate to the same client, and the agency looks amateur while the fee gets disputed.
Duplicate detection flags repeat profiles at entry and every candidate carries one owner, protecting both the fee and the agency's reputation.Duplicate submission protection
Client requirements arrive on WhatsApp and vanish — three weeks later nobody remembers the JD or who was working it.
Every requirement is a tracked record with owner, stage and candidate matches, so open roles are visible and worked until closed.Requirement tracking
Interview scheduling is a three-way phone-tag between candidate, client and consultant.
Interviews are scheduled with automatic WhatsApp reminders to both candidate and hiring manager, cutting no-shows on both sides.Interview scheduling
The owner cannot see per-consultant submissions, interviews and placements without compiling three spreadsheets.
A live dashboard shows every consultant's funnel — sourced, submitted, interviewed, placed — so coaching and load-balancing run on data.Consultant performance dashboard
You pay for Naukri and three hundred applications land in an inbox, where the four relevant ones are found the following week.
Portal applicants arrive as candidate records with skills, current CTC and notice period on them, deduplicated against your existing pool and assigned to the recruiter on that mandate.Job-portal applicant capture
A placement drops in month two, the client invokes the ninety-day replacement clause, and nobody was watching the guarantee window.
The joining date on the placement record opens a guarantee-window task, so the replacement obligation and its expiry are both visible instead of remembered.Replacement-window tracking
You bill on joining and get paid in the fourth month, after the client's accounts team asks for the joining confirmation a third time.
Placement triggers the invoice with the joining proof attached and a payment-link reminder cadence, with an ageing view of everything past its credit period.Placement billing follow-up
The candidate you rejected for one role is exactly right for the one that opens next month, and nobody remembers she exists.
Skills, CTC and last position make the past-candidate pool a searchable segment, so a new mandate starts with a WhatsApp re-approach to people you have already screened.Candidate pool re-marketing
You have two hundred contract staff deployed and the monthly invoice depends on attendance sheets arriving as WhatsApp photographs.
Attendance, leave and expense claims for deployed staff are captured in the HR module against the client site, so billing and payroll draw on the same record.Deployed-staff attendance
A client who gave you eight mandates last year has given you one this year, and nobody in the office has noticed because everyone is busy on the mandates you do have.
Client accounts carry last-mandate date and mandates per quarter, so a cooling account shows on the dashboard with a business-development task instead of quietly falling off the book.Client mandate drift
You worked a mandate for five weeks, the client filled it internally, and the fee percentage everyone remembers differently was never written down.
Terms, fee and exclusivity are fields on the requirement with the confirming email attached before sourcing begins, so five weeks of a recruiter's time is never spent against an undocumented arrangement.Mandate terms before sourcing
The campus drive is in three weeks, four colleges have to be coordinated, and the whole thing runs on one recruiter's calendar and a WhatsApp group.
Each campus is a scheduled event with its own task board, slot bookings and applicant capture on a QR form, so the drive produces a worked pipeline rather than a stack of forms nobody enters.Campus drive coordination
The candidate joins on Monday, the background verification is still pending on Thursday, and the client discovers the gap before you do.
Verification is a document checklist on the offer record with owners and due dates, so an incomplete check blocks the joining stage visibly instead of surfacing as a client escalation.Pre-joining verification checklist
The candidate cleared three rounds, was told you would get back to her, and heard nothing for eleven days, so she took the other offer and will not respond to your consultants again.
Every candidate at every stage has an owner and a next action with a due time, and stalled candidates surface on the consultant's board, so silence is an exception you can see rather than the default.No-candidate-in-silence board
AI Features Built for HR, Staffing & Payroll Firms
HelloGrowthCRM ships 12 AI agents across 3 autonomy levels — from fully autonomous voice calling to assistive smart compose. Every AI action is logged and reversible.
AI Candidate Matching
Score candidates against job requirements automatically — so your consultants spend time on interviews, not screening.
Lead Enrichment for Candidate Data
Pull candidate details from Apollo, LinkedIn, and Hunter with one click — no manual copy-paste from job portals.
Multilingual Call Transcription
Transcribe candidate interviews in 10 Indian languages, auto-summarise key points, and attach to the candidate profile.
AI Interview Scheduling Agent
Coordinate interview slots between candidate and client via WhatsApp — no back-and-forth email chains.
All AI features included on every paid plan. No add-ons.
Manage candidate placements and payroll onboarding projects — no separate PM tool needed
Staffing and HR firms run multiple parallel project tracks: filling an open position is a project with sourcing, screening, client submission, interview scheduling, offer management, and joining milestones. Payroll onboarding for a new client is a project with documentation, ESI/PF setup, compliance checks, and first payroll run. Most firms track candidate pipelines in a CRM and operational delivery in a shared spreadsheet or a PM tool they pay for separately. HelloGrowthCRM's built-in project management brings both tracks into the same workspace. Recruiters see their candidate pipeline and placement task board side by side. Operations teams track payroll onboarding milestones linked to the employer account. AI text-to-task converts a client briefing call into assigned tasks in seconds. Burndown charts show which open positions are on track for the client's target start date.
For Indian staffing firms at Rs.899 per user per month, full CRM and project management are included in one subscription. That is less than Asana Starter alone (Rs.912/user/month) — and HelloGrowthCRM includes WhatsApp messaging, a built-in dialer, and Indian job portal integrations.
Staffing is a double-sided sale — your CRM has to work both sides
A staffing firm runs two pipelines at once. On the client side, business development moves an employer from first outreach to signed terms to an open requisition with agreed fees. On the candidate side, a person moves from sourced to screened to submitted to interviewed to offered to joined. The placement only happens where the two pipelines meet — and most firms manage one side well and lose money on the other. Recruiters live in the candidate flow while client follow-up slips; BD-led firms sign employers and then scramble on delivery. HelloGrowthCRM holds both sides in one workspace: every employer account shows its open requisitions, agreed fee percentage, submission history, and interview feedback, while every candidate record shows CV, salary expectation, notice period, and every mandate they have been submitted against. When a client asks “where are we on the finance manager role?”, the answer is a filtered view, not a call around the office.
The requisition-to-placement pipeline, stage by stage
A mandate arrives with a role, a headcount, a salary band, and a deadline. HelloGrowthCRM logs it as a requisition with an owner and a target submission date. Sourcing tasks fan out to the recruiters assigned; each shortlisted candidate is linked to the requisition and advances through screening, client submission, and interview rounds as dated stages. Interview scheduling generates reminder tasks for both the candidate and the client contact, because a no-show costs the firm credibility on both sides. When an offer goes out, the offer-to-joining gap becomes the most dangerous stretch of the whole cycle — candidates serving notice go quiet, counter-offers land, and firms that do not check in weekly lose placements they had already celebrated. HelloGrowthCRM schedules the check-in cadence automatically: offer accepted, document collection, resignation confirmed, weekly touch during notice, joining-day confirmation. Each completed placement then opens its replacement-guarantee window as a tracked date range rather than a clause nobody re-reads until there is a dispute.
Requisition intake
Every client job order logged with role, headcount, fee terms, target date, and a named owner.
Candidate stage tracking
Sourced, screened, submitted, interviewed, offered, joined — with dates and feedback at every step.
Client BD pipeline
New employer prospects tracked separately from active mandates, so hunting never stops when delivery gets busy.
Interview coordination
Scheduling tasks with reminders to candidate and client contact, and structured feedback capture after each round.
Offer-to-joining follow-up
Weekly check-in tasks through the notice period so counter-offers and cold feet are caught early.
Replacement guarantee tracker
Guarantee windows stored per placement, with flags and linked replacement searches if a candidate exits early.
Contract renewal alerts
Contractor end dates surface 60 and 30 days out so extensions are agreed before the seat goes empty.
Timesheet-to-invoice chasing
Collection reminders before cut-off, approval chasers to clients, and payment follow-ups when terms lapse.
Bench re-engagement
Bulk WhatsApp and email to available candidates the moment a matching requisition opens.
Recruiter performance view
Submittals, interviews arranged, and placements closed per recruiter, visible to managers in real time.
Contract staffing and payroll clients pay you every month — treat renewals like revenue
Permanent placement revenue is lumpy; contract staffing and payroll processing revenue is recurring — but only if renewals are worked deliberately. A contractor whose end date passes unnoticed is a seat the client quietly fills elsewhere. A payroll client whose annual agreement lapses without a review call is an account your competitor pitches next quarter. HelloGrowthCRM treats every recurring relationship as a dated pipeline: contractor extensions, temp-to-perm conversions, payroll agreement anniversaries, and statutory-compliance review meetings all generate tasks ahead of the date, assigned to the account owner. The firm stops discovering expiries after the fact and starts opening renewal conversations while the relationship is warm and the switching cost argument still favours you.
A walkthrough: one mandate, fourteen days, zero dropped threads
Monday: a manufacturing client emails a mandate for two accounts executives, joining within a month. The account manager logs the requisition with the agreed 8.33 percent fee and assigns a recruiter. Tuesday: the recruiter filters the candidate pool by role, city, and notice period, and a bulk WhatsApp goes to 40 matching profiles; 11 respond. Wednesday to Friday: six candidates are screened on logged calls, four are submitted with CVs attached to the requisition. The client shortlists three; interview tasks fire with reminders to each candidate the evening before. Day 9: two clear the first round, one clears the final. The offer is logged, and the offer-to-joining cadence begins — document checklist, resignation confirmation, weekly check-in tasks through the notice period. Day 14: the second role is filled from the same submission batch. Both placements record joining dates, invoice triggers, and 90-day guarantee windows. Nothing in the sequence depended on anyone’s memory, and the manager watched every step from the pipeline board.
Start on the free plan, load your current mandates and candidate pool, and run one requisition through the pipeline end to end. See the full feature list or compare plans.