Stop pre-screening for what a proctored exam already proved. Source from a verified pool.
Why recruiter margins shrink — and what a verified pool changes
Your client brief says 'must have Python.' 200 candidates claim Python. 20 actually have it. You burn hours finding out which.
Filter the pool by 'Python, proctored and verified.' The 20 real ones are your starting shortlist — pre-screened by proctored exam, not by self-report.
Placement fees are under pressure because clients say 'we could find these candidates on LinkedIn.'
A verified talent pool is a category of candidate clients cannot find on LinkedIn. Your placement fee is defended by differentiated sourcing — not commoditized résumé-pushing.
No-shows, bad hires, and early turnover hurt your client relationships and your payouts.
Proctored verification dramatically reduces "looks qualified, can't actually do the work" placements. Fewer claw-backs, longer client relationships.
Your ATS is full of résumés from candidates you pipelined 6 months ago — and you don't know which skills still apply.
Send existing pipeline candidates a verification invite. Responders get timestamped proof; you get a re-qualified, current-skill pool without restarting sourcing.
Sourcing tools built for placement velocity
Verified-skill talent search
Filter by proctored skill, location, rate, availability, and custom criteria. Shortlist in 30 seconds — not 30 hours.
Auditable exam replays
Every candidate you submit to a client comes with an audit link. Clients can watch the proctored exam session — trust, verified. Game changer for picky clients.
Bulk candidate verification
Send verification invites to your existing pipeline (e.g. past candidates from 6 months ago). Responders are re-qualified with current-skill proof — zero sourcing restart.
Placement analytics
Track time-to-shortlist, client-acceptance rate, 90-day retention, and claw-back rate. Export as a quarterly report for agency leadership.
ATS & CRM integration
Aveluate verification data syncs to Bullhorn, Greenhouse, Vincere, and other major recruiting stacks. Your workflow doesn't change; your signal quality does.
Partner pricing
Volume-based partnership pricing. Agencies placing 50+ verified candidates per year get meaningful per-placement economics — not per-candidate licensing.
Three steps from brief to placement
Take the brief
Client needs 'senior Python with ML.' Your job title is to source the short list fastest.
Filter the verified pool
Open Aveluate recruiter search. Filter: Python (verified, proctored) + ML fundamentals (verified) + location + rate band. Shortlist: 12 candidates in 45 seconds.
Submit with audit links
Send shortlist to client with one-click audit-replay links for each candidate's proctored exam. Client objection: "how do we know they can actually do it?" — already answered.
What a verified pool does to recruiter economics
“My firm was doing 120 placements a year at 28% gross margin. After 18 months on Aveluate as our primary sourcing pool, we do 160 placements at 34% margin — because we stopped burning billable hours pre-screening candidates who couldn't code.”