More value from
how you make a placement.
Explore the potential in your agency’s sourcing, screening and placement knowledge.
The work you know.
A new source of value.
Agency-owned recruitment methods and training could create an additional revenue stream through licensing. A suitable buyer and the right permissions are needed; a candidate database alone is not a ready-made asset to sell.
How it worksThe knowledge
behind the work.
A few examples to explore.
Sourcing knowledge
Agency-authored search methods, role-mapping frameworks and sourcing guides.
Screening workflows
Owned interview frameworks and staff-training examples explaining how a brief is assessed.
Placement processes
Internal offer-management, handover and placement-review playbooks.
Start with your methods, not candidate files.
Do not send CVs, interview notes or candidate contact details in an enquiry. Applicant privacy, client contracts and the purpose for which information was collected need review before any candidate-related material could be considered.
Your questions.
Answered.
Is this about selling our candidate database?
The starting point is recruitment knowledge and workflows that your agency is permitted to license. A candidate database raises additional privacy and contractual issues and should not be supplied through the enquiry.
Can a niche recruitment agency be relevant?
Potentially. Describe the specialist tasks, processes and training material you own. A commercial opportunity still requires a suitable buyer and agreed terms.
Could our ATS history be included?
Only after the content, permissions and purpose have been assessed. Start by describing the record types rather than exporting the system.
Can an individual recruiter offer agency materials?
Only with the appropriate authority. Access to an employer’s or client’s records does not establish an individual right to license them.
