Job ad upload and extraction
Attach the job ad and let structured extraction populate role details, requirements and search criteria — then correct anything it got wrong before it becomes the brief.
All features
Mandate Management
The brief, structured well enough to match against.
A search brief captured as prose is a search brief nobody can filter, compare or hand over. RayCruit turns the mandate into structured requirements — with must-haves marked as gates and everything else weighted — so the rest of the platform has something precise to work with.
- Job ad extraction into structured requirements
- Must-haves as gates, the rest as weighted criteria
- Pipeline from new through longlist to shortlist
- Commercial model and stakeholders on the record
The problem
Most of what was agreed in the briefing call never becomes data.
The important parts of a mandate — the requirement that is genuinely non-negotiable, the reason the last hire failed, the salary band the client will actually approve — are discussed once and then survive only as notes. By the third week, the shortlist is being built against a version of the brief that exists only in one recruiter's memory.
- Requirements stay in prose, so nothing can be filtered or compared against them
- Must-haves and preferences blur together, and gates get treated as suggestions
- Commercial terms live in a separate document from the delivery work
- Two recruiters on the same mandate work from two different mental briefs
A mandate record precise enough to drive matching, filtering and delivery.
The mandate is the specification for everything downstream. RayCruit structures it once, at intake, and every module reads from that structure rather than re-interpreting the brief.
Must-haves and nice-to-haves
Requirements are explicitly separated. Must-haves become gates evaluated before scoring; nice-to-haves become weighted criteria that shape ranking without blocking anyone.
Mandate matrix
The structured requirement set the matching engine compares candidates against — maintained on the mandate side, independent of any individual candidate.
Stakeholders and mandate contacts
The client-side contact set for this specific search, with roles, drawn from the account record.
Commercial terms
Success fee, retainer, fixed, hourly or subscription — recorded on the mandate so delivery and profitability are discussed with the same figures.
Pipeline and next actions
Candidates move through new, longlist and shortlist, with the mandate overview surfacing what needs a decision today.
From briefing call to matchable mandate
The goal of intake is not to record the conversation. It is to leave behind a specification the platform can act on.
- 01
Open the mandate
Attach it to the client account and pull in the relevant stakeholders.
- 02
Attach the job ad
Upload or paste it and run extraction to populate the structured fields.
- 03
Separate the requirements
Mark the genuine must-haves as gates and weight the remaining criteria.
- 04
Set the commercials
Record the fee model, the timeline and the confidentiality level of the search.
- 05
Build the pipeline
Add candidates from the pool and let the matrix rank them against the structured brief.
How search firms use it
Confidential executive search
A sensitive mandate carries its own access list, so only the assigned team sees the client, the role and the pipeline.
Parallel similar roles
Three regional versions of the same role share a requirement structure but keep separate pipelines, stakeholders and commercial terms.
Re-opened searches
A mandate that reopens six months later starts from the structured brief and the candidates already assessed against it.
What changes
Shorter intake
Extraction handles the transcription so the recruiter spends the time on judgement.
Comparable candidates
A structured brief is what makes a shortlist genuinely comparable rather than a list of opinions.
Safe handover
Any recruiter can pick up the mandate and see the same specification.
See it in motion
The platform, end to end, in two minutes.
How the modules hand over to each other in the real product — customer and mandate, candidate and matrix, the workspace where a pairing is decided, and the material that goes to the client.
2 min
Continue across the platform
Placement work does not stop at one module. These parts of RayCruit connect directly to this one.
CRM & Customer Management
Client companies, contacts, roles and the relationship history behind every mandate.
Learn moreMatching & Matrices
Rule-based scoring across 12 dimensions and 90 criteria, with evidence on every line.
Learn morePlacement Workspace
The candidate × mandate workbench for evaluation, process, feedback and delivery.
Learn moreSee the modules working together.
A demo follows one mandate across every module, which is the only way the connections become obvious.