How Sonder Recruit runs a staffing desk
The full walkthrough: what happens at each stage of an IT staffing desk run on Sonder, from a client requirement arriving to the placement fee being tracked.
Intake — the requirement arrives already understood
A job description is parsed into structured requirements: must-have skills, experience band, seniority, location and the constraints buried in the brief.
Pool readiness — you find out who you already have
Before sourcing anyone new, the existing pool is screened against the new requirement, because the person you need is often already in your database.
Sourcing — two ways candidates reach you
A public careers page for inbound applications, and a browser extension for pushing profiles in from wherever you source them.
Screening — a ranked shortlist with its reasoning attached
Candidates are scored on semantic similarity to the requirement rather than keyword overlap, and every score links to the lines of the CV that justify it.
Client review — send a shortlist, get real feedback back
A ranked shortlist goes out as a private link. Names and contact details stay hidden until you choose to reveal them, so the client can judge fit without going around you.
Interviews — the pipeline stops living in your head
Rounds, schedules and outcomes are tracked per candidate, with a subscribable calendar feed so interviews land in your own calendar.
Offer to joining — the gap where placements quietly die
The stretch between offer accepted and actually joining is tracked explicitly, because that is where placements are lost.
Money — the fee is tracked like it matters
Placement fees, invoicing status and revenue are recorded against each placement rather than living in a separate spreadsheet.
Proof — a monthly report your client can read
A per-client monthly report summarising what was submitted, interviewed and placed.
What Sonder deliberately does not do
It does not auto-reject candidates, and it does not make the hiring decision. Ranking is a starting point with its evidence shown, so a recruiter can disagree with it.