We build GoHighLevel systems for recruitment agencies, staffing firms and independent recruiters — structured around the fact that you run two pipelines at once, candidates and clients, and a placement only happens when both move together.
Setup starts at £1,295 and takes two to three weeks, excluding VAT.
Recruitment is the only sector on this site where you are selling to both sides at once. A client vacancy is worthless without candidates and a strong candidate is worthless without a live role, so the system has to hold both and keep them connected.
Most agencies end up with candidates in one place, clients in another, and the matching happening in someone's head. That works while the consultant who holds it stays. It stops working the moment they are on holiday, overloaded or leave.
The second problem is slower and more expensive. Candidate records accumulate for years with no consent record and no retention rule attached, which is a UK GDPR exposure sitting quietly in your database.
This suits recruitment and staffing firms big enough that matching cannot live in one person's head.
You run candidate and client pipelines that need to stay connected
Matching currently depends on a consultant remembering who is available
Compliance documents are chased by email and tracked in a spreadsheet
Candidates go cold between roles because nobody keeps in contact
Clients complain about silence between briefing and shortlist
You hold years of candidate data with no retention policy attached
You are running two or more consultants with no shared process
GoHighLevel is a CRM with strong automation, not a specialist ATS. If you need CV parsing, job board posting, complex compliance workflows or sector-specific vetting, a dedicated ATS will serve you better — and GoHighLevel can sit alongside it handling communication and nurture.
Configured around dual pipelines rather than a single linear sales process.
Separate candidate and client pipelines that reference each other, so a placement moves both sides rather than being tracked twice.
Structured contact between roles, so strong candidates stay warm and available rather than being lost to another agency.
Automated requests, reminders and recording of right-to-work, references and sector documents, with status visible on the record.
Automatic updates at briefing, shortlist, interview and offer, so clients are not chasing you for progress reports.
Scheduling across candidate and client availability, with confirmations, reminders and reschedule handling on both sides.
Notice period tracking, start date confirmation, check-ins during probation and rebate period monitoring.
The structure we start from. Both pipelines move independently, and a placement requires a stage change on each.
| Candidate pipeline | Client pipeline | |
|---|---|---|
| Stage 1 | Applied or sourced | Enquiry or vacancy briefed |
| Stage 2 | Screened and qualified | Terms agreed |
| Stage 3 | Compliance documents collected | Shortlist submitted |
| Stage 4 | Submitted to client | Interviews arranged |
| Stage 5 | Interviewing | Offer made |
| Stage 6 | Offer accepted | Placement confirmed |
| Stage 7 | Placed, in probation | Invoiced, rebate period running |
| Dormant path | Long-term nurture between roles | Dormant client reactivation |
The connection matters more than either pipeline. A candidate submission has to move the client record and vice versa, or you are back to tracking the same placement in two places.
Candidate data is personal data, often held for years, frequently without a documented basis. These are the configurations we put in place.
Consent recorded with source and timestamp — so you can evidence why you hold a record, not just that you do
Retention rules by record type — placed candidates, submitted candidates and unsuccessful applicants do not all need the same retention period
Marketing separated from service communication — a role update is not a marketing message, and conflating them creates PECR problems
Deletion and subject access handled — a documented route for erasure requests rather than someone searching manually
US transfer position stated — GoHighLevel is a US platform, so candidate data moves outside the UK under appropriate safeguards
We configure the system. You remain the data controller, and we are not giving legal advice.
We map how candidates and vacancies reach you, how matching happens now, and what compliance documents each role type requires.
We document both pipelines, the connection between them, workflows and integrations, and confirm scope and price in writing.
Configuration in dependency order, then both pipelines tested with real records through submission, interview and placement.
Recorded walkthrough, written documentation and a live session with your consultants, plus fourteen days of support.
All prices exclude VAT and your own HighLevel subscription.
Single combined pipeline, candidate records, basic compliance tracking, enquiry capture and three foundation workflows. Suits solo recruiters.
Dual candidate and client pipelines, compliance document automation, interview coordination, client updates and team training. Most chosen.
Everything in Standard plus candidate nurture campaigns, ATS or job board integration, placement aftercare and reporting configuration.
Candidate nurture between roles, compliance chasing, client updates and dormant client reactivation at scale.
Connecting an existing ATS, job boards, LinkedIn tooling or payroll so records do not have to be entered twice.
Moving years of candidate and client records out of a legacy system or spreadsheets, mapped properly rather than dumped.
For agencies already on GoHighLevel, establishing whether the structure actually supports dual-pipeline recruitment.
Can GoHighLevel replace our ATS?
For many smaller agencies, yes. For larger operations needing CV parsing, automated job board posting or complex sector vetting, a dedicated ATS is better and GoHighLevel can sit alongside it handling communication and nurture.
How do you handle candidate and client pipelines together?
Two separate pipelines that reference each other, so a submission moves both records rather than requiring the same placement to be tracked twice in different places.
Yes. Requests, reminders and status recording are automated, with outstanding documents visible on the candidate record rather than tracked in a side spreadsheet.
We configure consent recording with source and timestamp, retention rules by record type, separation of marketing from service communication, and a documented route for erasure requests. You remain the data controller.
Where the board offers an API or webhook, yes, from £795. Coverage varies considerably by board, so we check yours specifically before quoting.
That is one of the strongest use cases. Structured nurture means strong candidates stay available to you rather than drifting to whoever contacts them next.
Automatic updates fire at briefing, shortlist, interview and offer. A full client portal is possible but usually more than agencies need.
Differently from permanent, because the lifecycle repeats. We configure recurring availability tracking and re-placement sequences where your agency handles temp work.
Usually, from £1,995. The honest question is how much of it you should move — a decade of records with no consent basis is a liability rather than an asset, and we will say so.
Two to three weeks for a standard dual-pipeline build. Migrations from a legacy ATS add two to four weeks depending on data volume and condition.
You do. The account is in your name and on full payment the configuration is yours. We remove our access on completion.
Tell us how candidates and vacancies currently reach you, how matching happens, and where placements are slipping. We will recommend the practical starting point.
From £1,295 • Dual-pipeline structure • UK GDPR configured • No obligation
