Hire Data Analyst for Recruitment Agencies
Senior, direct, no layers
Data Analyst for recruitment agencies: shorter shortlists, cleaner candidate data, and consultants spending time on conversations instead of admin.
A senior data analyst for recruitment agencies
A recruitment agency lives on its pipeline, and most agencies misread theirs. The pipeline is usually judged on volume: CVs sent, interviews arranged, roles open. Volume flatters a source that sends many unsuitable candidates, hides the stage where strong candidates walk away, and makes a vague client brief look like a hard market. The agency that counts placements and fees by source, and follows candidates stage by stage, sees a different business from the agency that counts activity.
The analyst work follows each candidate from first contact to placement or loss, and each role from brief to fee collected. Sources are ranked on placements, not submissions. Stages are measured on the candidates who reached them, so a stage that loses half its candidates is visible even when the overall pipeline looks full. Clients are judged on fees collected, not fees agreed, because discounting and slow payment quietly change the value of a client relationship.
That view changes the daily decisions: which sources deserve more effort, which stages need a process fix rather than more candidates, which briefs need rewriting before they are worked, and which clients are worth the consultant hours they consume. Book a free discovery call to check whether your CRM records can support a stage-by-stage view before any scope is agreed.
What this engagement covers for recruitment agencies
- Placement quality by source — Sources are ranked on placements and fees earned, not on CVs sent, so a source that floods the pipeline with unsuitable candidates cannot hide behind volume.
- Stage drop-off analysis — Applications are followed through screening, interview, offer and placement, showing the stage where the best candidates are actually lost.
- Time to fill by role type — Time from brief to placement is measured by role, seniority and client, separating roles that are genuinely hard from briefs that are vaguely written.
- Client fee realisation — Fees agreed, fees invoiced and fees collected are compared by client, exposing discounting and slow payment that the headline fee rate hides.
- Candidate re-engagement view — Placed, near-miss and lapsed candidates are tracked for re-engagement, so a past pipeline is treated as an asset rather than a dead list.
- Consultant workload picture — Live roles, active candidates and client contact are summarised per consultant, showing overload and underload before either becomes a lost placement.
Built around the tools recruitment agencies already use
Agencies typically run a recruitment CRM or applicant tracking system, a job board or sourcing route, and a finance or invoicing tool for fees. The engagement reads exports from those sources, and the matching rule between a candidate, a role and a fee is agreed before any ranking is produced. Where a fee is split across consultants or recorded in a separate finance system, that split is recorded as a rule, not guessed per placement.
Stage discipline is the main data risk, because consultants use stages differently and sometimes skip them. The report shows how many candidates moved through a clean stage sequence and how many skipped, so the agency can see whether a stage figure reflects the process or merely reflects how the system was used.
From kickoff to delivery for recruitment agencies
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Define stages, placements and fees first
The agency's own stage and fee definitions are written down, because a placement counted two ways is no measurement at all.
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Follow candidates stage by stage
Each candidate is traced from first contact to placement or loss, so the losing stage is visible rather than averaged away.
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Rank sources on placements
Sources are judged on placements and fees earned, which strips volume-based flattery out of the ranking.
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Report monthly, by client and role type
A monthly view by client and role type, with the definition note, gives the agency a pipeline agenda it can manage.
Why hire Omer
- Placements, not submissions: A source is ranked on the placements it produced, which removes the flattery of sheer volume.
- The losing stage named: Candidates are followed stage by stage, so the stage where good candidates leave is identified.
- Fees collected, not agreed: A client is judged on money collected, which exposes discounting and slow payment.
- Briefs judged by role type: Time to fill is compared within role types, so a hard role is not confused with a vague brief.
- A pipeline treated as an asset: Near-miss and lapsed candidates are counted for re-engagement, rather than written off as a dead list.
Questions, answered
How is this different from a CRM expert or a software developer?
Our data is messy. Can analysis still help?
Do we need a data warehouse or a business-intelligence platform?
How often will we get reports?
What do you need from us to start?
Ready to get started?
The best way to explore working together is a quick conversation. Reach out through your preferred channel and let us discuss your project.
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