Staffing agency software
built on Salesforce

Staffing agency software, also called recruitment agency or recruiting agency software, is the set of systems an agency uses to win roles from clients, source and screen candidates, submit them, and track placements. A corporate ATS only needs the candidate half. An agency needs both halves, plus the link between them.

In practice the stack has four layers. Knowing which layer each tool covers is the fastest way to compare options.

If your agency also needs Salesforce consultants rather than software, see Salesforce staff augmentation.

A corporate ATS serves one employer filling its own roles. An agency fills roles for many clients at once, so the same candidate can be in play for several clients, and every role has a client contact who expects updates. That changes what the software has to do.

Because Techila ATS runs on Salesforce, the client side of that table is already there: accounts, contacts and opportunities are standard Salesforce records, and the ATS links job openings and candidates to them.

Salesforce markets a CRM for recruiters and staffing firms on its recruiting CRM page, describing tools for recruiters to search candidates, match them to jobs and submit them to clients, with unified client and candidate profiles and engagement through email, voice and messaging tools (salesforce.com, read 11 November 2026). Its applicant tracking guided tour shows screening questions, interview feedback recorded on the application, offers routed through approvals, and reports on how long positions take to fill.

For an agency, the practical gains are three. First, one login and one database for recruiters and sellers. Second, Salesforce reporting, Flow automation and the AppExchange are available to the recruiting side as well. Third, the agency avoids a second vendor contract and a sync that breaks when either system changes.

Salesforce lists Starter Suite from $25 per user per month, billed monthly or annually, and Pro Suite from $100 per user per month, billed annually with a contract, on its small business pricing page (read 11 November 2026). Add-ons and other Salesforce products are priced separately, quoted by Salesforce sales. Agencies planning AI agents for candidate screening or interview scheduling can add Agentforce later on the same records.

Techila ATS is a full applicant tracking system on Salesforce. For an agency, it covers the recruiting desk end to end and leaves the client desk in Sales Cloud, where it already works.

Standalone staffing platforms bundle ATS, CRM and sometimes back office in one product. That suits agencies with no CRM today. Agencies whose sales and service teams already run on Salesforce face a different choice: add a second system and sync it, or run recruiting inside Salesforce.

Already committed to another ATS? You can keep it and connect it instead. Our Salesforce integration services link an existing ATS, job boards, HR and back-office systems to Salesforce.

You can. Trailhead's project "Build a data model for a recruiting app" walks through a Review object with rating picklists, comment fields, a Recommend for Hire checkbox and relationships to Job Application and Interviewer objects. That shows the platform can hold recruiting data. It also shows the scope: every object, stage, automation and report is yours to design, test and maintain.

Techila ATS starts with the recruiting data model, hiring stages and automation already built, and our architect-led team configures it to your desk structure. You skip designing the data model from scratch, and you still own the org.

Use these six checks on any shortlist, including ours.

1. Map your desks. List who works clients and who works candidates. If both groups need the same job and candidate status, favor one shared database.
2. Check where client data lives today. If it is already in Salesforce, an ATS on Salesforce avoids a second system and a sync.
3. Test candidate reuse. Ask how a candidate from a role last year is found and considered for a new client role this week.
4. Ask about the back office. Confirm how placements reach timesheets, payroll and invoicing, built in or by integration.
5. Price the full stack. Add per-user licenses, implementation, data migration and integrations, not only the subscription.
6. See it with your process. Ask for a demo configured to your hiring stages, not a generic walkthrough.

Want a second opinion on your current setup first? Our Salesforce consulting team reviews the org and recruiting process before you decide, or talk to us directly.