Staffing firm guide
Staffing firms need repeatable AI hiring review files.
Staffing and recruiting firms often run repeated candidate workflows across clients, roles, tools, and locations. That makes tool inventory, vendor evidence, notice-readiness, and review history especially important.
What the file should contain
A staffing compliance file should separate client facts from platform facts.
Core recruiting stackATS, CRM, sourcing tools, assessment vendors, interview platforms, automation, scheduling, and chat workflows.
Client-specific workflowsWhich client roles or hiring processes use different tools, filters, assessments, or review steps.
Vendor evidence statusWhich documentation exists, what is missing, and which vendors need follow-up.
Notice-readinessWhich facts are needed before applicant or employee notice language can be reviewed.
Review cadenceQuarterly, annual, or new-tool review dates with assigned owners.
Counsel handoffOpen questions for employment counsel and client-specific assumptions.
Staffing firms should avoid treating a generic vendor claim as proof for every client workflow. Configuration and client use matter. Final obligations stay with HR/legal/counsel.
Next step
Start with one representative file, then make the workflow repeatable.
AegisReview can turn one staffing workflow into a model review file for repeated client, role, and vendor updates.