The platform
CRM, mandates, candidates, matching, documents, portals and governed AI — built into one placement workflow, on one shared set of records, with one permission system.
Platform map
The reason placement work fragments is that each tool owns its own copy of the truth. RayCruit is built the other way round: customers, mandates, candidates and their pairings are shared objects, and every module — matching, documents, portals, reporting, audit — reads from and writes back to the same records.
The objects a search firm actually works with, modelled as first-class records rather than fields bolted onto a generic CRM.
The structured reasoning that turns records into decisions — rule-based where the result must be repeatable, AI-assisted where judgement genuinely helps.
Everything that leaves the building — under your brand, generated from work already done, and traceable back to the evaluation behind it.
The controls that make a shared talent pool and confidential searches coexist in one tenant without leaking either.
Placement workflow
Each step produces the structured data the next step needs. Nothing has to be re-keyed, and nothing depends on the recruiter who started the search still being the one who finishes it.
Capture the client, the stakeholders, the commercial model — success fee, retainer, fixed, hourly or subscription — and the full search brief in one intake.
Attach the job ad and let extraction structure role details, requirements and search criteria. Mark the must-haves that should act as gates and the rest as weighted criteria.
Pull candidates from the shared tenant pool into a per-mandate pipeline and move them through new, longlist and shortlist as evidence accumulates.
Open the Placement Workspace for each pairing: run the matrix, add recruiter intelligence, review gates, then decide with the evidence visible.
Generate the anonymised CV, the fit explanation and the shortlist booklet on your brand, and submit them to the client.
Follow the client-side outcome from viewed to interviewing to hired, capture feedback against the pairing, and keep the reasoning for the next search.
The events the search produced — submission, interview, offer, start — are proposed against the mandate's commercial terms, so whoever raises the invoice starts from confirmed facts rather than from memory.
Core objects
The difference between an applicant tracking system and a placement platform is what it treats as a first-class object. These are the ones that matter for search work.
A mandate carries commercial terms, stakeholder map, confidentiality, gates and weighted criteria — the things that decide whether the search is profitable, not just whether it is open.
Candidate × mandate is where evaluation, interviews, client feedback and delivered documents live. Store it properly and the reasoning survives staff turnover.
Candidate intelligence and mandate intelligence are maintained independently, so a candidate assessed once can be compared against every open search without re-reading the CV.
Contacts carry roles, mandates carry their own contact set, and account-level history stays attached across every search you have run for that client.
A generated document knows which profile version and which evaluation produced it — which is what makes staleness detection possible at all.
Business activity and security events are kept apart, so a partner reviewing delivery health and an auditor reviewing access are not reading the same feed.
Why it holds up
The core match score is computed, not generated. It is reproducible, inspectable and consistent across every candidate in a shortlist — which is what makes it usable in a client conversation.
A hard requirement such as work authorisation is evaluated as a gate before scoring begins. A dealbreaker is never smoothed into an acceptable percentage.
Documents are generated from structured records and a completed evaluation, so client-facing output reflects the work rather than reproducing a prompt.
Permission groups, per-mandate access lists and an append-only audit trail exist because confidential search and a shared talent pool have to live in the same tenant.
See it in motion
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
Bring a live or recently completed mandate. We map it end to end, and you see what the structured version of your own process looks like.
