Solutions / Agencies
Submit Candidates Your Clients Will Actually Interview
Every agency sends resumes with “highly recommended” notes. You can send scored assessments with confidence levels, dimension breakdowns, and specific evidence. When clients see the difference, they stop treating you like a resume forwarder.
The agency credibility problem
You know the client perception problem.
In their mind, agencies are resume mills. You source candidates, do a quick screen, slap “strongly recommended” on everything that looks plausible, and hope something sticks. They're paying for volume, not judgment.
This perception exists because, honestly, it's often true. Most agency submissions include a resume and a few sentences of commentary: “Strong communication skills. 7 years of relevant experience. Would be a good fit for the team.”
That's not evaluation. That's covering your bases so you're not blamed if the candidate fails.
The client still has to do all the real assessment. Your “screening” didn't screen out anything meaningful. You're a sourcing function, not an evaluation function. And sourcing is increasingly commoditized — clients can use LinkedIn Recruiter themselves.
The agencies that command premium fees and long-term relationships
are the ones who deliver genuine evaluation. When their “strong recommendation” means something, clients trust it. When they say “don't bother with this one,” clients listen.
LayersRank lets you become that agency.
What changes with structured assessment
From Subjective Notes to Quantified Evaluation
Instead of
“Spoke with candidate for 30 minutes. Strong technical background, good communication, seems motivated.”
You submit
“Structured assessment completed. Overall score: 79 ± 4, 87% confidence. Technical dimension: 82 (strong system design thinking, clear debugging methodology). Behavioral dimension: 76 (good collaboration examples, stakeholder management experience limited). Contextual dimension: 78 (genuine interest in client's domain, salary expectations aligned). Recommended for client interview with focus on stakeholder management experience.”
The first is an opinion. The second is evidence.
From “Trust Me” to “See for Yourself”
Your submissions now include full reports that clients can review. They can see the questions asked, the candidate's responses (or summaries), the scores and confidence levels, and the specific strengths and concerns identified.
This transparency changes the relationship. You're not asking them to trust your judgment sight unseen. You're showing your work.
Clients who initially use LayersRank reports as a supplement to their own screening eventually realize your first-round evaluation is more rigorous than their own. They start advancing your recommended candidates directly to final rounds.
From Cost Center to Value Add
When you're just forwarding resumes, you're a variable cost clients try to minimize. They negotiate your fees down, split work across multiple agencies, and drop you when hiring slows.
When you're providing structured evaluation that improves their hiring quality, you're a strategic partner. They consolidate volume with you, engage you earlier in the process, and pay premium rates for premium value.
The agencies that thrive long-term are the ones who deliver demonstrable value beyond sourcing. LayersRank is how you demonstrate that value.
Agency workflows with LayersRank
01
Pre-Screening Before Submission
Source candidates through your normal channels. Before submitting to the client, send them through LayersRank assessment. Candidates who score below your threshold don't get submitted. Candidates above threshold get submitted with full reports.
Result
Higher submission-to-interview conversion. Clients learn that your submissions are worth their time.
02
Assessment as a Service
Some clients want to handle their own sourcing but lack structured evaluation capability. They send you candidates they've sourced. You run them through structured assessment. You return scored reports. Client uses reports to make shortlisting decisions.
Result
New revenue stream. Value delivered even when you're not the sourcing partner.
03
White-Label Evaluation
For clients who want evaluation capability but prefer it under their own brand, reports show the client's logo and branding. Candidates experience the assessment as coming from the client, not from your agency. You operate the process behind the scenes.
Result
Deeper integration with client's process. Harder for them to replace you.
04
RPO Enhancement
For Recruitment Process Outsourcing engagements, LayersRank becomes part of your delivery model. You're not just managing the process — you're improving it. Structured first-round evaluation becomes a differentiator in RPO bids.
Result
Win more RPO deals. Deliver measurably better outcomes.
Talk Tracks
The client conversation
Here's how to introduce LayersRank to different types of clients.
For Skeptical Clients
"I know you're used to agencies sending resumes with 'strongly recommended' and hoping for the best. We do something different. Before we submit any candidate, they complete a structured assessment — same questions, same evaluation criteria, scored by AI that doesn't have good days and bad days. You get a full report with confidence scores and specific evidence."
For Quality-Focused Clients
"You've mentioned that too many candidates make it to your final rounds and then disappoint. Our structured assessment catches a lot of those earlier. The confidence scoring tells us when our evaluation is solid versus when we're guessing. Candidates who pass our screen with high confidence almost always perform well in your final rounds."
For Time-Pressed Clients
"I know your hiring managers are swamped. What if our submissions came with enough evaluation that you could skip first-round screens for our top candidates and go straight to finals? The assessment is rigorous — same questions, quantified scores, detailed reports. Your team reviews the report instead of conducting another interview."
For Cost-Conscious Clients
"You're paying us for every submission, but a lot of those submissions don't convert. That's waste on both sides. What if we only submitted candidates who passed a meaningful screen, and you could trust that screen because you can see exactly how it was conducted?"
Agency pricing
LayersRank for agencies is priced to fit the agency business model.
Per-Assessment
Most agencies prefer per-assessment pricing that maps directly to their cost of doing business. For each candidate assessed, you pay a fee and factor that into your placement economics.
If you're making ₹2-5 lakh per placement, a few thousand per assessment is easily justified if it improves placement rates.
Volume Discounts
Higher volume = lower per-assessment cost. Agencies running 100+ assessments per month receive significant discounts.
Scale your assessment practice without scaling your costs linearly.
White-Label Premium
White-labeling with client branding is available for an additional fee. Worth it for deep client relationships where you want to be embedded in their process.
Reports show client logo. Candidates see their brand. You operate behind the scenes.
Typical agency economics
₹3 lakh avg
Placement fee
5 submitted
Candidates per placement
₹2,000
LayersRank cost/assessment
₹10,000
Total cost per placement
If LayersRank improves your placement rate by even 10% — by reducing “submitted but not interviewed” and increasing “interviewed and placed” — the ROI is immediate. More likely: LayersRank significantly improves placement rates for agencies who use it consistently, because clients learn to trust their submissions.
Building agency differentiation
In a crowded agency market, differentiation is survival.
Differentiation Through Process
“We're the agency that uses structured assessment” is a differentiation story. Include LayersRank reports in your pitch materials. Show prospects what a “submission from us” looks like compared to typical agency submissions. Let the contrast speak for itself.
Differentiation Through Data
Over time, you accumulate data on what predicts success at specific clients. Which question scores correlate with successful placements? Which concerns predict failed hires? This data becomes proprietary insight competitors can't claim.
Differentiation Through Relationships
When clients trust your evaluation, the relationship deepens. They bring you into hiring discussions earlier. They give you exclusive roles. They pay premium rates without negotiation. LayersRank is the foundation for that trust.
What agencies ask
Will clients accept AI-scored assessments?
Clients care about outcomes, not methods. If your submissions are consistently higher quality and your reports provide useful signal, clients won't object to how you produced them. We recommend framing it as "structured assessment with AI-assisted scoring" rather than leading with "AI." The emphasis is on the structure and consistency, with AI as the enabler.
What if a client wants to use LayersRank directly?
Some will. That's fine — they become LayersRank customers directly. Your role evolves from "assessment provider" to "sourcing partner who submits candidates for LayersRank assessment." You still add value. Alternatively, position your LayersRank capability as part of a bundled service: your sourcing + your assessment + your candidate management = a package that's more valuable than the sum of parts.
How do I train my recruiters to use this?
LayersRank is simple to use: send a link to the candidate, wait for completion, review the report. We provide training materials and can conduct sessions for your team. The bigger learning curve is interpreting reports and translating them into client conversations. We provide guidance on this, including talk tracks for common client objections.
Can candidates tell this comes from an agency vs. a direct employer?
You can configure the candidate experience with your agency branding, the client's branding, or neutral LayersRank branding. Most agencies use either their own branding (emphasizing their role) or white-label client branding (emphasizing client relationship).
What about candidates I've already screened through other methods?
You can use LayersRank for all candidates or just for certain stages/clients. Some agencies use it for final-stage validation before submission. Others use it as their primary first-round screen. The platform is flexible.
Getting started
Minimal investment, maximum learning. See if LayersRank changes your submissions.
Free Trial
Start with 5 free assessments. Send some current candidates through. See the reports. Judge whether this changes your submissions.
Pilot With One Client
Pick a client relationship you want to elevate. Submit your next batch of candidates with LayersRank reports attached. Get their feedback.
Expand or Stop
If the pilot improves your client relationship — if they start trusting your submissions more, interviewing more of your candidates — expand to other clients. If not, you've learned something with minimal investment.
Elevate Your Submissions
Stop being treated like a resume mill. Start submitting candidates with evidence that earns client trust.