Source · screen · place · bill
From requisitionto invoice, unattended.
Client requisitions structured on arrival, candidates ranked with reasons the recruiter can read, onboarding documents verified, and one timesheet that runs payroll and raises the invoice.
A placement is one record, keyed five times.
THE PROBLEM
A client emails a requisition and a recruiter retypes it into the tracking system. Sourcing is hours on job boards and reading CVs. Candidates are chased by phone to fix an interview time. Onboarding is a folder of identity, right-to-work and contract documents collected by email and checked by hand. The timesheet is emailed, keyed into payroll, then keyed again into the invoice, and margin is worked out afterwards in a spreadsheet.
HOW SOLONOMOUS DOES IT
We take the re-keying out from requisition to invoice. The requisition is read and structured on arrival. CVs are parsed and ranked against it with the reasons shown, and the recruiter chooses the shortlist. An assistant answers candidates and schedules interviews. Onboarding documents are collected, read and verified against your rules, and the employee record is created once. Approved timesheets run payroll and raise the client invoice from the same record, so margin is known the day the week closes.
WHAT YOU GET
Recruiters spend their time with candidates and clients rather than with forms. Every ranking comes with its reasons, and every hiring decision stays with a person. Onboarding is complete before day one. Payroll and invoicing agree because they are the same record.
Workflows
What we automate here.
6 workflows
- 01
Requisition intake
TODAY
Clients send requisitions by email or through their portal. A recruiter retypes the role, rate, location and requirements into the tracking system and rings to clarify.
AUTOMATED
The requisition is read into structured fields, checked against the client's contract and rate card, and opened in the tracking system. Missing details are requested from the client in writing.
- 02
Sourcing and screening
TODAY
Recruiters search job boards and internal databases by keyword and read CVs one at a time. The best candidate is the one someone happened to read.
AUTOMATED
CVs from every source are parsed and ranked against the requisition, with the reasons for each rank shown. The recruiter chooses the shortlist, and their choices are recorded and used to improve the ranking.
- 03
Candidate communication and scheduling
TODAY
Interviews are fixed by phone tag between candidate, recruiter and client. Candidates who are not chosen are often not told.
AUTOMATED
An assistant answers candidates' questions, schedules interviews against client and recruiter calendars, sends reminders and closes the loop with those not chosen. The recruiter sees every conversation.
Done with
- 04
Onboarding and compliance documents
TODAY
Identity, right-to-work, qualification and contract documents are collected by email, checked by eye and filed in a folder per candidate.
AUTOMATED
Documents are requested, collected, read and verified against your rules for the role and the state. The employee record is created from them once, and an expiring document raises a task before it expires.
- 05
Timesheets to payroll and invoice
TODAY
Contractors email timesheets, which are keyed into payroll and then keyed again into the client invoice. Disputes are settled by finding the original email.
AUTOMATED
Timesheets are captured from the app or the client's portal and approved in one place. The approved hours run payroll and raise the client invoice from the same record, at the contract's rates, and margin is posted with them.
- 06
Fill-rate and margin reporting
TODAY
Time to fill, fill rate and margin per client are assembled from the tracking system, payroll and invoices in a spreadsheet at month end.
AUTOMATED
Every figure reads from the same record as the placements, payroll and invoices, so the report is live and any number can be traced to the placement behind it.
Engagement
How it starts in a staffing firm
One placement, followed from the client's email to the paid invoice.
- 01
Follow one placement
We trace a requisition through sourcing, screening, onboarding, timesheets, payroll and invoice, and list every point where the same data is typed again.
- 02
Pick the first workflow
Usually onboarding documents or timesheets, where the re-keying is heaviest. We agree the rules, what a recruiter still decides and how a candidate reaches a person.
- 03
Run it beside the desk
The automation runs alongside the recruiters for an agreed period. Rankings and verifications are compared with the team's, and the rules are tuned on the differences.
- 04
Hand over, or keep running
Your operations team takes it on with the runbooks and code, or we run it under your keys. The record from requisition to invoice stays yours.
Details
On the spec sheet.
- Systems integrated
- Applicant tracking and vendor management systems, job boards, client portals, e-signature, background-check providers, payroll and accounting (Tally, Zoho, SAP and others), telephony and messaging
- Data handled
- Requisitions, CVs and profiles, interview schedules, identity and right-to-work documents, contracts, timesheets, pay and invoice records
- Compliance considerations
- Labour and contract-labour rules per state, provident fund and ESI filings, right-to-work checks, candidate data under the DPDP Act, ranking models evaluated for bias and documented, every hiring decision made by a recruiter
- Deployment
- In your cloud region or run by us under your keys; no candidate data used to train models shared with anyone else
- Languages
- Candidate assistants and voice in the languages your candidates speak; contracts and reports in English or the language of the document
- Hand-over
- Runbooks, source code, integrations, model weights and evaluation reports, with your team trained to run and re-evaluate them
Proof
Case studies
Questions
Asked before we start.
Does a model decide who gets hired?
No. It ranks candidates against the requisition and shows its reasons; the recruiter chooses the shortlist and the client chooses the hire. The ranking is evaluated for bias across the groups you name before it is used, and the results are shared with you.
Can it work with our applicant tracking system?
Most tracking and vendor management systems expose an API, and we connect to it. Where one does not, a bot works through its screens under a named account, with every action logged.
How are right-to-work and identity documents verified?
Each document is read and checked against your rules for the role and the state, and against the provider you use for background checks where you use one. A document that fails or is near expiry is routed to a person with the reason.
What if a client disputes an invoice?
The invoice, the approved timesheet and the contract rate are one record, so the dispute is settled by showing them. Adjustments are made once and flow to payroll and the ledger together.
Do we need the SoloOne suite for this?
Not necessarily. Where you already run payroll and accounting, we connect to them. Where timesheets, payroll and invoicing live in three systems that disagree, the suite's HRMS, Payroll and Invoicing modules are one way to put them on a single record.
Start
Tell us what your teamstill does by hand.
We map the workflow with you and say plainly what can run on its own, what should not, and what it takes.