Your AI handles candidate admin

so you make more placements.

Recruitment is a contact-rate business, and you're losing the rate

Australian recruitment is fundamentally a contact-rate game: how many qualified candidates can you reach about how many genuine roles per day. The agencies that win are the ones with the highest functional throughput, not the highest headcount. The reason most agencies stall at $2–5M revenue per consultant is that the consultants spend 60–70% of their time on administration that doesn't touch a candidate or a client — CV reformatting, reference chasing, interview rescheduling, ATS data hygiene, contract drafting, payroll handover. Time the AI handles is time the consultant spends on the phone.

SydClaw lives in the administrative layer. The email module classifies every inbound message — candidate response, client brief, supplier invoice, internal admin — and triages each to the right action. The CRM module keeps Bullhorn, JobAdder, Vincere, RecruitWizard, or Salesforce up to date as a side-effect of email being processed. The document module generates registered candidate one-pagers in the agency's house format from a CV in 20 seconds. The agency's contact rate goes up because the consultant has more time to make contact.

Compliance, right-to-work, and the modern slavery audit

Right-to-work verification under the Migration Act is a legal requirement that most agencies handle inconsistently. SydClaw's compliance module ingests passport, visa, and right-to-work documents, runs the OCR, validates the visa subclass against the role, and stores the verification with timestamps and the consultant who reviewed it. For agencies operating under the Modern Slavery Act 2018 reporting threshold (consolidated revenue $100M+), the supply-chain due diligence on contractor relationships is generated automatically — every onboarded contractor has a documented modern-slavery risk assessment with the agency's standard questionnaire and the contractor's response.

For SCHADS Award and Modern Awards generally, the contract module pre-fills employment contracts and contractor agreements with the right Award classification, the right minimum entitlements, and the right termination notice periods. Legal review is still required — we don't replace the agency's lawyer — but the first draft is correct in 95% of cases, which is materially better than the typical template-based approach.

Candidate experience and the brand effect

Candidates remember two things about an agency: how quickly they were responded to, and how often they were updated. SydClaw makes both of those non-negotiable. Every candidate application gets a same-hour personalised response (drafted by AI, reviewed if needed). Every interview confirmation includes a briefing pack — company background, interviewer LinkedIn, recent news, suggested questions — generated automatically. Post-interview, the AI drafts the feedback request to the client and the update to the candidate. Candidates that don't get the role get a rejection that's actually useful, not a template.

The brand effect compounds: the agencies we work with consistently report that candidates refer other candidates because the experience is materially better than competitors. Net Promoter Scores in recruitment are notoriously poor; clean execution at the candidate-experience layer is one of the few levers that genuinely moves the number.

What pricing looks like and what we don't take

Setup is $3,000. Monthly is $360 per user. A 6-person desk runs $2,160/month. We don't charge per candidate placed, don't take a percentage of placement fees, and don't lock you in. The $5,000 setup is one-time, not recurring. The pilot runs 30 days; if you don't see the workflow lift in week three, we refund. We're not the cheapest tool in the market, but we replace the work of approximately 1.5 full-time admin support staff at the standard agency cost — the math works out clearly favourable for any desk doing more than 8 placements a month.