A client order comes in and the agency that reaches good candidates first wins it. We build the systems that reach your database fast, handle scheduling and confirmations and chase timesheets, so your recruiters spend their day with people.
Jay Awal · Founder and Systems ArchitectiMessage
Today 8:11
Example: a new order just came in
An order comes in and recruiters work down a list one person at a time, while the best people get placed by a competitor.
Confirming every interview and shift by hand is a full-time job, and misses land on your client relationship.
You paid to build that list, and most of it never hears from you after the first placement.
Every pay cycle turns into a chase, and your invoices to clients wait with it.
A worker who walks off an assignment in the first week costs you the client’s trust, and you often find out when the client calls.
Your recruiter picks the people. It sends the outreach the moment an order lands, sorts the replies and handles the reminders. An example of the first system most agencies should look at. Your recruiters make every hiring decision.
Set it to match your business. Nothing is saved or sent. Sales and hours are counted separately.
Sales at risk = leads a month × your close share × average value × 12 months × the share lost at your reply speed (0%, 30%, 55% or 70%, our planning assumptions). Busywork = 60% of your weekly hours at $35 an hour for 50 weeks. These are estimates, not promises.
Jay Awal has been the owner doing everything by hand at midnight. He started DispatchCo to build owner-run businesses the same kinds of systems his own businesses run on.
Open orders go out fast to the people your recruiters choose.
Interviews and shifts get booked and confirmed by text.
Past candidates hear about new work, with consent checked first.
Workers and clients get nudged until the hours are in.
Agencies often run Bullhorn, JobAdder, Avionté or TempWorks. We build around what you have and check how it connects before we quote.
Your recruiters keep the relationships and every decision.
It reaches out, collects details and schedules. It never ranks, rejects or picks a candidate.
Some states and cities regulate automated tools in hiring, and equal opportunity rules always apply. We design around yours, and your counsel signs off.
Automated texts need the right consent. We set up the wording and the record of it before anything sends.
Every system comes with training for the people who run it.
Know what to build first and what it's worth.
For owners who want to know where AI pays off first.
Credited toward your Deployment
Your first system running in 30 days.
For owners who want it built and running.
Scoped from your Blind Spot Audit
Your team builds its own agents on real work.
For teams that need to use AI every day.
Scoped from your Blind Spot Audit
No surprises. You see the full scope and price before any work starts.
Our published case study is a care agency, not a staffing business. The problem was the same: work sat waiting for someone to send the next step. We moved their forms online and built a back end that sends it on its own. Licensing went from about 6 months to under 90 days, depending on the state agency.
See the Caregiving Solutions build
10 questions. See your score and top 3 blind spots right away.
Start my audit30 minutes on Zoom. We go over your report, check the numbers and agree on the first fix.
Biggest blind spot first, with your people trained to run it. The next system follows by day 90.
For Deployment clients. The extra system is no bigger than the smallest one in your Deployment, and it's delivered within 30 days.
Recruiters reach candidates the same morning.
Every shift is confirmed, and a missing reply gets flagged early.
Timesheets come in without a daily chase.
It depends on where you operate and what the tool does. We keep decisions with people and have your counsel review the setup, because the rules vary and keep changing.
No. It takes the outreach and scheduling off their plate, so they spend more time talking to candidates and clients.
Yes, though the first system changes. Direct hire usually starts with outreach and scheduling, and temp staffing often starts with shifts and timesheets.
It only does what your rules allow, and your team can see and change everything. We test against your real situations before it goes live, and we watch it closely in the first weeks.
Often that is the fastest win, because those people already know you. We check what consent you have first. Where text consent is missing, we start with email.
You own every system, login and document. You see the work at a weekly check-in, and you can stop anytime and keep what is built. Deployment clients also get a written guarantee, measured against a baseline we both sign in week 1.
It depends on what we build, so we scope it from your Blind Spot Audit and a call. A 6-person shop and a 60-person company need different things. You see the full scope and price before any work starts.
We build it inside the software they already log into, write the playbooks with them and train them on their own real work. People use what they helped shape.
About 30 minutes a week to approve things and tell us what's off. You know your business, we know the build.
No. Blueprint, Deployment and Workshop are separate decisions. Stop after any of them and keep everything we made.
It comes with every Deployment. In week 1 we time the jobs we're automating with you and we both sign that number. At day 90 we time them again the same way. If your team isn't saving 10 hours a week, we build one more system free, no bigger than the smallest one in your Deployment, within 30 days. It applies when you've done your part: the week-1 timing, access within 5 business days, the weekly check-in, playbook approvals within 3 business days, and running the work through the systems.
The Blind Spot Audit shows where AI and systems would save you the most time and money. See your score and top 3 blind spots right away.
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