A recruitment desk runs two separate tracks, and both end up mixed into one list.

Rocketly is a CRM layer that runs both sides of a recruitment desk in one workspace: role opportunities and briefing details on the client side, candidate records and pool tags on the candidate side, screening and interview appointments on the calendar, the shortlist documented, and post-start follow-up running as tasks. Job-board posting, CV-database sourcing and assessment tools keep running in parallel alongside it.

Yes. On the client side each open role is an opportunity record moving through its own stages; on the candidate side each person has their own record with their own tags and interview history. The two are linked: which roles a candidate has been submitted to, and which candidates went to a role, are readable from the record. So you follow both lanes on separate boards without their day-to-day lists blurring into one.

You define title, department, required competencies, salary band, working pattern, decision maker and target close date as custom fields on the role record. The same questions can become a Form Builder briefing form you send to the client, so answers land directly on the role record and fire the workflow you defined. The briefing call summary attaches to the same record, which means the criteria do not have to be asked again when the shortlist is built.

You tag candidates with specialism, seniority, sector, location, working pattern and salary expectation, and build segments from those fields. When a new role opens you filter the pool to find suitable people and read earlier interview notes and where they dropped out from the same record. Your existing candidate list can be bulk imported from CSV, Excel, VCF or Google Sheets, and it is worth checking the field mapping with a sample file first.

For screening you use a shareable booking page: the candidate picks a slot and the appointment syncs two ways with the consultant’s Google Calendar. The client interview opens as a task inside the windows they offered, with a confirmation reminder planned around it; message content and send approval are configured according to your agency policy. Post-interview feedback is written to both the candidate and the role record, and rejected candidates stay in the pool with their tag.

Yes. When the offer is accepted the role moves to Placed, and start date, salary and the contractual replacement period are kept as fields. You plan separate follow-up tasks with the candidate and the client for the first week, the first month and the end of probation. On the fee side an invoice record opens and payment status is followed from the client record; statutory ledger and tax filing work stays with your accountant.

No. AI produces assisting output only: reply drafts based on your knowledge base, summaries of long threads and screening-call transcripts, and tag suggestions from the conversation context. Screening, competency scoring, suitability judgement and shortlist selection belong to the consultant. Final review of anything going to a candidate or a client, and the authority to send it, stay with your team; AI does not start outbound contact by itself.

Access is role-based: you define which consultant sees which candidate records, roles, conversations and reports. The infrastructure is built to operate in line with data protection requirements, and activity history is kept. Candidate consent, retention periods and removal from the pool remain your agency’s responsibility; you can record those decisions in fields and tags and build a reminder flow for records whose retention window is closing.

The free plan runs indefinitely, no credit card is asked for and there is no trial-period limit. The interface is available in 3 languages — Turkish, English and Russian — so you run candidate correspondence in whichever language you choose, note the conversation language and time zone on the record, and plan interviews around it. AI features, advanced workflows and certain channel connections belong to paid plans.