A staffing firm runs a two-sided process thousands of times: understand a role, find candidates, screen them, present them, negotiate, place, follow up. Buyers want that sequence with the judgment in it, such as why a candidate was advanced or passed, and how a client's requirements shifted during the search.
No dataset needed to start. Current threshold: 20+ desk staff, 3+ years of records, data in 3+ systems.
Every industry has records that are excluded as a class, records that need consent, and records that are clearly yours. These are the ones that come up in recruiting & staffing manifests. Your counsel draws the final line.
Informational only. We do not provide legal, tax, or compliance advice, and we do not decide what your company is permitted to license. Every seller we represent has counsel review the manifest before buyers see it.
Recruiting and staffing firms tend to land in the middle of the range: the workflows are repeatable and in demand, but the volume of personal data and third-party platform terms narrow what can be licensed cleanly.
Years of continuous history, outcomes attached, and linkage across systems move the number more than industry does. A manifest tells you where your company actually sits; the estimator is a rough first pass.
The multiplier is one of several published factors behind the estimator. It reflects current buyer demand for this sector's workflows and the usual share of records that survive the rights screen.
Indicative range observed across the market for single-company operational data licenses. Not a quote. Actual value depends on buyer demand, data quality, rights, and exclusivity.
Deal stages, notes, and why customers said yes or no.
Client threads, approvals, scheduling, decisions in writing.
Sales and support calls, and how they ended.
Playbooks, templates, proposals, checklists, process docs.
Candidate identity, contact details, and sensitive categories are removed before any sample, so what remains is a de-identified workflow record rather than a record about a person. Whether that is permissible depends on your privacy notices and the law where candidates are. Your counsel reviews that before the manifest is built, and some firms limit scope to intake, client communication, and playbooks.
Profile data copied from LinkedIn or a job board is subject to that platform's terms and is excluded. Notes your recruiters wrote, call summaries, and the sequence of actions in your ATS are your records.
Client identity is replaced with consistent fictional values, and the manifest can exclude any client under a confidentiality clause. What a buyer sees is that Client 12 asked for a role, revised the spec twice, and hired the third shortlist. Not who Client 12 is.
Seven questions. No dataset. First offer in 24 to 48 hours of a complete manifest.
Measured from a complete data manifest. A first offer is a process target, not a guarantee; buyers decide eligibility, price, and terms.