Recruiter Placement Intake System

You're Working Searches That Were Dead Before They Started.

The average executive search takes 12-18 weeks and costs a recruiting firm $15,000-$40,000 in time before a placement fee is ever collected. The most expensive searches aren't the ones that close slow -- they're the ones that never close at all, because no one qualified the client's requirements or the candidate's actual readiness before the clock started running.

We replace your intake process with a dual-qualification system -- one track for client searches (compensation reality, authority to hire, timeline, culture fit criteria), one track for candidate readiness (motivation, compensation expectations, availability, commitment level). Both sides screened before you spend a billable hour.

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One-time price You own it outright No SaaS fees ever 5-7 day delivery

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The Problem

You Became a Recruiter to Make Placements.
Not to Do Spec Work for Clients Who Aren't Ready.

Search firms and contingency agencies lose more revenue to unqualified searches than to any other cause. The numbers are clear about where the bleed is.

57%

Of Opened Searches Never Result in a Placement Fee

More than half the searches consuming your team's capacity will generate zero revenue. The majority fail not because candidates don't exist -- but because client requirements weren't vetted, compensation wasn't realistic, or the hiring manager never had real authority to extend an offer. All of that is visible in a 10-minute intake.

SOURCE: LINKEDIN TALENT SOLUTIONS / SHRM TALENT ACQUISITION BENCHMARKING

42%

Of Accepted Offers Result in a Ghost, Counter-Acceptance, or 30-Day Reversal

You sourced, screened, presented, and shepherded a candidate through 6 rounds of interviews. They accepted. Then they took a counter-offer. Or ghosted the start date. Or resigned in week three. Candidate motivation, counter-offer sensitivity, and genuine readiness to move are all screenable before the first interview -- if you ask the right questions.

SOURCE: KORN FERRY CANDIDATE EXPERIENCE RESEARCH / JOBVITE RECRUITER NATION SURVEY

$28K

Average Recruiter Time Cost on a Search That Never Closes

Contingency firms lose 100% of the time invested -- sourcing, screening, submitting, debriefing, managing the process -- with nothing to show for it. At blended recruiter rates of $90-$150/hour, a 200-hour failed search costs a firm $18,000-$30,000 in time before expenses are counted.

SOURCE: IECAN MARKET ANALYSIS / HUNT SCANLON SEARCH INDUSTRY DATA

73%

Of Hiring Managers Have No Formal Budget Approval When They Open a Search

Nearly three-quarters of client search requests arrive before headcount has been formally approved, compensation benchmarked, or interview panels assembled. A structured intake reveals these gaps within the first five questions -- before you assign a recruiter, source a single candidate, or begin the clock on a search that has no business being open yet.

SOURCE: LINKEDIN TALENT TRENDS 2024 / HARVARD BUSINESS REVIEW HIRING RESEARCH

The Solution

A Dual-Track Intake That Qualifies Both Sides of the Placement Before You Start the Clock.

Built for retained search firms, contingency agencies, and independent recruiters. Delivered as a single HTML file -- no login, no subscription, no platform lock-in. You own it outright, forever.

Client Submits a Search Brief via Your Intake

Instead of a call where you furiously take notes and ask the same 12 questions every time, clients complete a guided search brief -- compensation range, decision timeline, authority level, budget approval status, interview panel, and culture requirements. You receive a scored brief before the kickoff call.

Candidates Pre-Qualify Before You Invest Time

Candidates complete a parallel intake -- current comp, target comp, motivation for moving, counter-offer sensitivity, timeline, and relocation flexibility. You know their placement readiness score before you pick up the phone. No more discovering on call 4 that they're only "passively looking."

Both Intakes Deliver Scored Summaries Instantly

The moment either side completes intake, you receive a full scored summary -- tier classification, red flags, green lights, and recommended next step -- directly to your inbox. No CRM login required. No notes to transcribe.

You Work Searches That Are Positioned to Close

Every search you open has a pre-qualified client brief, a realistic compensation range, verified hiring authority, and a candidate pool screened for genuine motivation. Your close rate goes up. Your spec work goes down.

Live Preview -- Client Search Brief

What Your Clients Experience

What type of role are you looking to fill?

C-Suite / Executive (CEO, CFO, COO, CTO)

VP or Director level

Senior individual contributor

Mid-level manager

Experience the full dual-track demo

Who This Is For

Built for Search Firms.
Custom Built for Your Practice.

Every system is built from scratch for your search specialties, your intake workflow, your compensation benchmarks, and your qualification criteria. Not a template. Not an ATS form.

🏛

Retained Executive Search Firms

You take retainers against $25,000-$100,000 placement fees. Every search brief that lacks budget approval, hiring authority, or timeline clarity is a risk to that retainer. A structured client intake protects your investment before the engagement letter is signed.

AVG PLACEMENT FEE: $25K-$100K

⚡

Contingency Recruiting Agencies

You work on spec. Every hour is your own money on the table. A qualification intake that filters out searches with unrealistic comp, no real urgency, or absent hiring authority saves you from the 57% of searches that will never generate a fee.

PROTECTION: SPEC WORK FILTER

🎯

Specialty / Niche Search Firms

Technology, finance, legal, healthcare, engineering -- deep niche expertise commands premium fees. Questions specific to your specialty (clearances, certifications, regulatory exposure, specific stack) signal expertise before the first call and filter for the searches you can actually win.

SPECIALTY: CUSTOM QUESTION SETS

👤

Independent / Solo Recruiters

You are the brand. A structured intake system signals process maturity that solo operators rarely have -- and competing firms never bother building. Clients who complete a detailed intake are more committed, more realistic about comp, and statistically far more likely to cooperate through the process.

POSITIONING: ENTERPRISE PROCESS

🏚

Staffing Agencies (Temp/Contract)

Volume placement requires volume qualification. A structured intake for both clients and candidates eliminates the back-and-forth that kills margin in staffing. More placements per recruiter per month.

VOLUME: PARALLEL QUALIFICATION

🌎

RPO / Embedded Recruiting Teams

You represent the client's brand. Your intake system needs to feel like it belongs to their company, with their language and their process -- not a generic form. The IECAN system is white-labeled entirely, with the client's branding throughout and none of ours in sight.

WHITE-LABEL: FULLY CUSTOM BRAND

Why IECAN

What You're Currently Using
vs. What This Actually Does.

Most firms rely on email threads, intake calls, and ATS notes to gather information that could be pre-captured, scored, and delivered in a structured brief before the first conversation begins.

Feature	Email Intake	ATS Forms (Bullhorn, Greenhouse)	LinkedIn InMail	IECAN Dual-Track System
Captures role title and basic requirements	Yes	Yes	Partial	Yes
Qualifies client budget approval and authority	No -- Never asked	No -- Not standard	No -- Never	Yes -- Questions 3 and 4
Screens candidate counter-offer sensitivity	No -- Discovery call item	No -- Not available	No -- Never	Yes -- Built into candidate track
Automatic placement readiness scoring	No -- None	No -- Manual setup	No -- None	Yes -- Both tracks scored on submit
Instant email brief to recruiter	Partial (raw email)	Yes -- With config	No	Yes -- Scored brief on completion
Branded to your firm	No -- Just email	Partial	No -- LinkedIn brand	Yes -- Built from scratch for you
You own it -- no platform lock-in	Yes	No -- Subscription	No -- LinkedIn platform	Yes -- One file, yours forever
Monthly cost	$0	$99-$500+/user	$800-$1,200/seat/yr	$0 after setup

ATS pricing from 2025 published rates. Bullhorn: $99-$500+/user/month. LinkedIn Recruiter: $800-$1,200/seat/year. Neither includes client search brief qualification or candidate readiness scoring at the intake level.

Pricing

One-Time Price.
One Placement Pays for This Twenty Times Over.

A single placement fee on a $120,000 VP-level hire at 25% is $30,000. Any price on this page is a single-digit percentage of one placement. The question isn't whether it pays for itself -- it's how many avoided dead searches it takes to justify the math.

Solo Recruiter

$1,497

one time -- no monthly fees -- you own it

Dual-track: client search brief + candidate qualification
3-tier scoring: Placement Ready / Needs Alignment / Not a Fit Now
Client track: role level, comp, authority, urgency, budget approval
Candidate track: motivation, comp, counter-offer sensitivity, timeline
Instant scored summary email on every submission
Branded to your firm -- name, specialty, colors
Works on any website or as standalone pages
Delivered in 5-7 business days

Get Solo System

Built for Your Firm.
Live in 5-7 Days.

🔒

You Own It Outright

One HTML file (or two for dual-track). No SaaS, no subscription, no login. Deploy it, embed it, or hand it to your webmaster. No restrictions. No expiration.

⚡

5-7 Day Delivery

Built and delivered within 5-7 business days of confirmed order. Agency Package in 3-5 days. Ready to go live the day it arrives.

🎨

Built for Your Firm Only

Every question, scoring weight, routing rule, and brand element is built from scratch for your search specialty, compensation benchmarks, and workflow. Not a template.

📞

Direct Access Throughout

Ben's direct contact from order through deployment. No account managers. No support tickets. One person who knows the file and your business.

FAQ

Common Questions
from Recruiters Like You.

Does this integrate with my ATS (Bullhorn, Greenhouse, Lever)? ▾

The system sends a complete scored summary email the moment a client or candidate completes intake -- which you paste or import into any ATS as a new record. Direct webhook integrations with Bullhorn and Greenhouse are available as an add-on for Agency Package clients. Most firms find the email brief entirely sufficient for their workflow.

How does the dual-track system work -- are they two separate pages? ▾

Yes. The client search brief and the candidate qualification intake are delivered as two separate branded pages -- each with their own URL, their own question set, and their own scoring logic. You can link them independently, embed them on different pages, or use them sequentially. The Agency Package includes separate notification routing so client briefs go to business development and candidate submissions go to the recruiting team.

Can I use this for both retained and contingency searches? ▾

Yes -- and the intake questions differ meaningfully between the two models. Retained search intakes emphasize commitment signals, exclusivity, and budget authorization. Contingency intakes focus more on urgency, hiring manager accessibility, and competitive search situations. The Search Firm package includes a selection at the start of the client intake that routes to the appropriate question track automatically.

Can candidates be directed here without feeling screened? ▾

Yes -- and this is where persuasion architecture matters. The candidate intake is framed as a "Placement Readiness Profile" -- built to help find the right opportunity, not to screen you out. The question copy emphasizes what the information enables for the candidate (better matches, faster timelines, right comp conversations) rather than what it enables for you. Completion rates on well-framed candidate intakes run 68-82% depending on the source.

How does it pay for itself? ▾

If the system filters out two searches per quarter that would have failed -- representing 40-80 hours of recruiter time per search -- you recover $7,200-$14,400 in productive capacity at $90/hour. Against a Solo package at $1,497, that's a 5-10x return in the first quarter alone, without counting a single incremental placement.

Is there any monthly fee? ▾

None. You pay once. No subscriptions, no per-submission fees, no hosting charges. An optional monthly optimization retainer ($197-$397/month) is available for firms that want quarterly question updates, comp benchmark refreshes, or conversion testing. It is never required to use the system.

Every Dead Search Costs You
$28,000 You Won't Get Back.

The math is not complicated. Two failed searches per quarter -- at 150 hours each at $90/hour blended cost -- is $27,000 in time with no fee to show for it. One qualification system, deployed once, running on your website around the clock, screening out the searches that were never going to close. That's the return.

See the Live Demo Email Ben Directly

Questions? Email bene@iecantraining.com directly. No sales team. No runaround.

You're Working Searches That Were Dead Before They Started.

You Became a Recruiter to Make Placements.Not to Do Spec Work for Clients Who Aren't Ready.

A Dual-Track Intake That Qualifies Both Sides of the Placement Before You Start the Clock.

Client Submits a Search Brief via Your Intake

Candidates Pre-Qualify Before You Invest Time

Both Intakes Deliver Scored Summaries Instantly

You Work Searches That Are Positioned to Close

Built for Search Firms.Custom Built for Your Practice.

What You're Currently Usingvs. What This Actually Does.

One-Time Price.One Placement Pays for This Twenty Times Over.

Built for Your Firm.Live in 5-7 Days.

Common Questionsfrom Recruiters Like You.

Every Dead Search Costs You$28,000 You Won't Get Back.