Time-to-shortlist: the metric that decides your margin
Numbers built for agencies that bill per placement, not per hour.
What burns hours vs what frees time
Traditional sourcing
- Hours on LinkedIn for a single role
- Self-reported skills you have to re-verify by hand
- Client refusing candidates because 'the CV looks weak'
- Cross-border searches: each country a different system
- Half a day to prep a shortlist report for the client
With InTransparency
- Search verified profiles in seconds
- Skills extracted by AI from real projects, theses, reports, code, design, and other actual work
- Decision Pack per candidate — the client sees evidence, not a promise
- Skills mapped to ESCO, extracted from real projects
- Decision Pack export, PDF or JSON, in one click
AI search
Describe the role. Get candidates ranked on verified work.
Search in plain language — the AI reads verified projects, endorsements and coursework, and ranks candidates on evidence, not CV keywords.
What you get on day one
Pre-verified candidate pool
Browse profiles with skills extracted by AI from real artifacts — optional professor endorsement as a bonus signal. Search on a data point that exists, not a claim.
In practice: Search like "Cybersecurity Roma 30/30" and get a shortlist with the match explanation.
Decision Pack
Per candidate, a complete dossier: portfolio, contextualized grades, verified skills, (optional) personality. Exportable as PDF, or JSON for your CRM.
In practice: PDF/JSON export — every claim in it is sourced, so the client can check it.
Conversational Smart Search
Describe the profile in natural language, even nuanced ("senior data scientist with pharma experience, evaluating moves, OK Rome or remote"). The AI finds matches and explains why.
In practice: Try it on /demo/ai-search — no filters to configure.
See it in actionMulti-touch outreach with response tracking
Agencies live on response rates. Build a sequence (initial → follow-up → final), watch replies come back, and roll closed-loop hire rates per source into your reporting.
In practice: 3-step cadence per role; the dashboard shows reply rate, hire rate, and time-to-shortlist.
EU skills portability
Skills mapped to ESCO, extracted from real projects. Search cross-border by real skills — no grading-system conversion required.
In practice: See /algorithm-registry for the published, auditable normalization model.
See it in actionSet up for the whole desk
An agency isn't one employer with one opening: several recruiters, several client mandates, one account behind them all. Tell us how your desk is organised and what you place, and we'll set the account up around that.
In practice: Talk to us before you roll it out to the whole team — invoiceable to Srl/SAS, automatic VAT collection.
See it in actionYour CRM, your relationships
We don't compete with you on client ownership. The candidate-to-client pipeline lives in your CRM. We're the verified data input; you're the relationship that closes.
In practice: Read-only API to import candidates into your CRM. Keys are scoped and revocable, record a last-used date, and can be given an expiry when you create one.
Built for the people who live on placements
Founder / Agency Director
You bill on placements. Time-to-shortlist is margin. Verified pool = lower COGS without diluting quality.
Senior recruiter
Less LinkedIn doomscrolling, more hours in the client conversation — where the value actually gets created.
Account / client services
When the client asks 'how do you know this person can actually do the job?' you send the Decision Pack. Conversation closed.
How an agency gets activated
- Register your agency. The account is free to browse and search.
- Use Smart Search to build shortlists for the clients you manage.
- Export Decision Packs (PDF or JSON) and send them to the client.
- When you roll it out to the whole team, talk to us and we'll set the account up around it. See also our EU compliance matrix if the client is in the public sector or healthcare.
- Optional: integrate with your CRM via API. The client relationship stays 100% yours, always.
Pre-verified candidates across every client
An agency lives on speed and margin: presenting evidence-backed shortlists wins clients and placements. InTransparency gives you a verified pool you can run against several searches at once.
Candidates already institution-verified: higher fill rates and better margins, without paging through CVs one by one.
Hand the client the evidence — projects, verified skills, explained scores — not a formatted CV.
Skills are verified at the source: fewer surprises in the tech interview, fewer replacements.
Run several searches at once from one verified pool, with contacts that reset every month.
A client needs 5 data analysts this week. Pull a verified shortlist, send Decision Packs, and place faster.
Cut time-to-shortlist. Keep the client relationship.
Register your agency free. Browse the pool, try Smart Search, export a test Decision Pack. When you roll it out to the whole team, talk to us.