Send Three, Not Ten: The Ratio Your Clients Remember

Every agency tracks placements. Fewer track the number that decides whether they get the next role: of the candidates you submit to a client, how many does the client want to interview?

Why the ratio matters more than volume

• A client who interviews most of your submissions starts treating your shortlist as already screened.
• A client who turns most of them down starts re-screening your candidates, or calls another agency first.
• Sending more candidates to be safe usually lowers the ratio, and the client notices.

Clients don't remember how many you sent. They remember how many were worth meeting.

How to raise it

• Track it per client. A spreadsheet is enough: submitted, interviewed, placed.
• Agree on the must-have skills with the client before you source, and screen for those, not the whole wish list.
• Submit fewer, with evidence: two or three candidates, each with why, the proof and the honest gap.
• Ask why the client turned someone down. It's the best calibration you'll get.

Where TrueScreenHR fits

Job links score applicants on the job's required skills only. Nice-to-haves are listed but not scored, so the ranking reflects what the client actually needs. When you present a candidate, the client sees your note on their profile, next to the scores, the transcript and the integrity read.