One platform, four jobs a staffing desk actually has
Sourcing, delivery, the client relationship and the numbers underneath all three. Most firms buy these as four systems and spend the difference reconciling them.
A staffing desk does four things: it finds people, it moves them through a process, it wins and keeps the client paying for that, and it reports on all of it. The software market sells those separately, which is why the average firm runs an ATS, a CRM, a sourcing tool and a BI layer, and why the recruiters spend part of every day moving information between them.
Sortinghat is one platform carrying all four, with a single licence rather than a base tier and a module quote. The pages below describe each part in detail, including where it does not help.
Talent Pool
Your own database, the job boards and LinkedIn as a single searchable pool, ranked rather than listed. This is where most of the recoverable cost sits: firms routinely pay a portal for people already in their records.
Workflow
The admin between stages. Automated chasing across email, WhatsApp and calls, AI screening and interviews, and notes that write themselves onto the record instead of onto a recruiter's notepad.
CRM
The client half of the business. Briefs turned into criteria, prospecting built in, client reports that update without anyone writing them, and the contracts, checks and invoice chasing on the same record.
Analytics
Activity and conversion per recruiter, margin per desk, permissions that follow the org chart, and a forecast built from live pipeline rather than last year's shape.
Questions
Is Sortinghat an ATS or a CRM?
Both, in one platform and one licence. The distinction matters commercially rather than technically: most vendors sell the ATS and put the sales CRM on a higher tier, so the working setup costs more than the advertised one.
Does Sortinghat require any other platform licence?
No. It is a single platform with a single licence, including full front and back office and 400+ pre-built integrations.
Is Sortinghat built for large staffing firms?
Yes. Our customers include firms of 400+ employees, with full front and back office including pay-and-bill, timesheets and invoicing, 400+ pre-built integrations and an open read-write API.
What problem does an AI-native ATS solve that a normal one does not?
Throughput. A recruiter running manual screening manages around 40 calls a day and finds three or four people worth submitting. Filtering before dialling changes that arithmetic. If your constraint is record keeping rather than recruiter capacity, a conventional ATS is the cheaper answer and worth saying so.