Lunan.

For small recruiting and staffing agencies

Clean, consistent submittals in your format, checked before they go

Most agency ATSs now include AI, but what you have depends on your plan, and someone has to set it to your format. We find out what you have, set it up on the system you run, and train your desk to check every draft.

Start the free conversation

Only 10% of staffing firms surveyed have implemented agentic AI (AI that runs multi-step tasks on its own) across their full workflow; an unclear implementation strategy was among the barriers named. Source: Bullhorn GRID 2026 report (vendor survey of ~2,300 recruitment professionals), Feb 2026

What gets in the way

Nobody is sure what AI you actually have

Your applicant tracking system (ATS) advertises AI, but some features sit on higher plans or are sold separately. Recruiters either don't know it's there or each use a different chat app on the side.

Write-ups eat the time meant for calls

Turning a resume and a screening call into a clean submittal can take longer than the call itself, and it happens over and over every week.

One wrong summary costs a client's trust

An AI summary that overstates a skill can sink a first submittal. Tools that score or rank candidates can also bring audit and notice duties in places like New York City.

What we set up

Submittal write-ups in your house format

We build a template in your ATS (Bullhorn, Crelate, JobAdder, Loxo or Recruit CRM) or in a business AI account if your plan doesn't include it. It turns the resume and the recruiter's call notes into your submittal format, uses only facts in those notes, and flags anything it can't trace. The recruiter checks every claim before a client sees it.

Retyping and reformatting each submittal by hand -> a flagged draft the recruiter verifies and sends

Intake call to job order, job ad and database outreach

Intake notes become a structured job order, a plain job ad and a short re-engagement message for people already in your database. Templates use only what the client confirmed, and a recruiter chooses who gets contacted.

Rewriting each ad and outreach message from scratch -> drafts in your house voice to edit

AI tool inventory and desk rules

We list every tool that touches candidate data and mark which ones only draft and which ones score, rank or screen. You get a one-page AI-use rule for your desk and a list of questions to take to your employment lawyer. This is general information, not legal advice.

Nobody sure which tools score candidates -> a written list your desk and your lawyer can work from

How it works

  1. 1

    Free conversation

    We ask how your desk runs, which ATS and plan you're on, and where recruiters lose time. You get a short written read of what's worth doing, including whether you need to buy anything at all.

  2. 2

    Set up and template

    We configure the AI you already have, or set up a business AI account if you don't, and build your submittal and outreach templates with two or three of your recruiters.

  3. 3

    Train and tune

    We train the whole desk on the templates and the review step, then adjust wording based on what recruiters and clients push back on.

Ways to work together

Each is scoped and quoted after the conversation.

Learn

Agencies that want every recruiter using AI the same careful way

  • Live session for up to 15 recruiters
  • One-page AI-use rule for candidate data and review
  • Prompt sheet for your ATS or AI account
  • Recording for new hires

Build

Agencies ready to standardize submittals and outreach

  • Inventory of the AI in your plan and every tool touching candidate data
  • AI set up in your ATS, or a business AI account configured
  • Submittal, job ad and outreach templates in your format
  • Recruiter review checklist
  • Desk training on the templates

Run

Agencies that want templates kept current

  • Template updates when your ATS or plan changes
  • Monthly spot-check of 20 drafts and client feedback
  • New-hire onboarding
  • Next-workflow planning

Guardrails

AI drafts; your recruiter decides and sends. We don't set up tools that score, rank or screen candidates out, and if you already use one we flag it: law-firm summaries say NYC Local Law 144 requires employers and employment agencies using automated employment decision tools to get an annual independent bias audit, post a summary and give candidates notice (DLA Piper, Jan 2026). Candidate data stays in your ATS or in AI accounts with business privacy terms, never personal chat apps. This is general information, not legal advice.

Questions

Will this replace my recruiters?

No. It shortens the writing around each placement so recruiters spend more time on calls and relationships. Whether that means more placements depends on your market; we won't promise a number.

Doesn't my ATS already do this?

It may. Bullhorn, JobAdder and Crelate all advertise AI features, but what's included depends on your plan, and the templates still need your format and review rules. If your desk already uses them well, the free read will say so.

Which systems do you work with?

We set up around Bullhorn, Crelate, JobAdder, Loxo and Recruit CRM. If your plan has no AI, we can set up a business account of ChatGPT, Claude or Microsoft Copilot with rules for what candidate data goes in, and tell you if an ATS upgrade would make more sense.

What happens to candidate data?

It stays in your ATS and in AI accounts with business privacy terms. We document what data each template uses and keep candidate information out of personal or consumer chat apps.

Do the new AI hiring laws apply to my agency?

Possibly, depending on where your candidates and jobs are and what your tools do. DLA Piper (Jan 2026) says NYC's Local Law 144 covers employers and employment agencies using automated employment decision tools; Littler (Jul 2025) says California's automated-decision rules took effect October 1, 2025, and define employment agencies; Foley & Lardner (Feb 2025) says Illinois' HB 3773, in force since January 1, 2026, requires employers to give notice when AI is used in decisions such as recruitment and hiring; and Constangy (Jul 2026) says Colorado's new law generally applies from January 1, 2027. Some of these rules are not limited to tools that score candidates. This is not legal advice: we help you list your tools so your employment lawyer can answer quickly.

Reading list

Find out what your desk could stop retyping

Start a free conversation. We'll tell you what AI your plan likely includes, what's worth setting up, and what you can skip.

Start the free conversation