Running a Reliable, Scalable Recruiting Agency — ops, sourcing, pricing, KPIs & templates

Looking for concrete, battle-tested processes and artifacts that made recruitment predictable revenue for your agency. Please share first-hand examples, not theory — what actually worked (and what didn’t). Helpful specifics below — paste links, screenshots, or template copies where possible and anonymize sensitive info.

Focus areas to cover
- Repeatable processes/SOPs: intake → sourcer → screening → interview → placement → post‑placement follow-up. Templates or checklists you give new hires.
- Tech stack & automations: ATS/CRM choices and configurations, sourcing tools, integrations (Zapier/Make), dashboards, and reporting recipes.
- Pricing & contract models: contingency, retained, subscription/RPO, hybrid, fee schedules, refund/replacement clauses, SLAs — and how you price by role/level/vertical.
- Team structures & comp: sourcer:recruiter ratios, BD vs delivery org chart, commission plans, quota setting, ramp plans and scorecards.
- KPIs & dashboards: the core metrics you track (time-to-fill, submit:hire ratio, pipeline coverage, client retention, margin per placement, recruiter productivity) and where those live (Sheets, BI, ATS).
- Compliance & risk controls: background checks, candidate data retention, GDPR/CCPA practices, contract templates for privacy and contingency.

When you reply, please include: company size/ARR, primary vertical(s), geography, tools used, and 1–3 concrete metrics (e.g., average time-to-fill, placement rate, CAC or gross margin). Also say what you’d change if you had to rebuild today.

I’ll collect and summarize the most practical contributions into a community playbook and resource list. (No legal or tax advice — anonymize or remove client data before posting.)