Recruiter Lexikon.

Any observable event that indicates a company is likely to hire: a funding round, new executive hire, office expansion or headcount spike. The earlier you catch it, the better your angle.

A numeric ranking that tells you which accounts to prioritise. Scores combine ICP fit, signal recency, touch history and response likelihood into a single number.

Systematically cataloguing all potential client and candidate companies in a defined sector or geography. Used to find whitespace before competitors do.

A structured sequence of outreach touches across channels and time. Research shows it takes 5–8 touches to convert a cold account. A cadence keeps every prospect moving.

The end-to-end flow from cold account to placed candidate, tracked as stages: researched, contacted, meeting booked, brief taken, shortlist submitted, placed.

A closed list of agencies a company has pre-approved for recruiting. Winning a PSL slot secures recurring work. Targeting PSL-excluded accounts keeps your pipeline winnable.

Logic operators (AND, OR, NOT) applied to LinkedIn or CV databases to find candidates that match exact criteria. Still the fastest way to surface niche talent at scale.

Building a warm database of candidates before a role is live. Agencies with deep pools win briefs faster because they can put names on the table the same day.

The percentage of BD conversations that result in a signed brief or placed candidate. Improving win rate is usually more valuable than increasing outreach volume.

The timing and frequency of messages sent to a prospect. Cadences that combine email, LinkedIn and phone with 3-5 day gaps typically outperform single-channel blasts.

Aggregated data about a target company: org chart, hiring history, recent signals, decision-maker contacts and strategic context. More intelligence means a better opening angle.

boilr's shared memory layer for an agency: ICP, signals, account intelligence, pipeline state and candidate pools in one place, so the knowledge survives when a consultant leaves.

A commercial model where the client pays an upfront, often staged fee for an agency's exclusive commitment to a role, contrasted with contingency search where the fee follows placement only.

The window, commonly four to eight weeks, in which a client agrees to work with one agency only on a mandate, before opening it up to competing agencies or the open market.

An autonomous AI system that runs a recruitment consultant's business development motion end to end: finding companies, sourcing candidates, detecting signals, scoring against ICP and drafting outreach. The consultant only verifies and sends.

A recruitment fee model paid only on successful placement, usually without exclusivity, so several agencies, or the client's own applicants, can be working the same role at once.

A workflow design where AI handles the research and drafting, but a person reviews and authorises the final action, such as sending a message, before it happens.

A BD strategy that treats a defined list of high-value target accounts as individual markets, building tailored outreach for each rather than casting a wide net. Recruitment desks use it to win the whole account, not just one role.

A working professional who is not actively job-hunting but would consider the right opportunity if it reached them. By most estimates the majority of the workforce fits this description, which is why sourcing cannot stop at active applicants.

The formal request from a client company authorising an agency or consultant to work a specific vacancy, the unit business development ultimately converts into.

A category of AI-powered software that automates outbound prospecting, sequencing and cold email or LinkedIn outreach, usually as one shared tool across a sales team. boilr takes a different approach: one AI sales employee per consultant, working signal-led BD instead of mass sends.

AI systems that autonomously plan and execute multi-step work, such as research, scoring and drafting, rather than just responding to a single prompt. It is the technical concept behind boilr's own AI sales employee.

The large majority of a company's route to a hiring decision that happens where nobody outside can see it: peer conversations, internal debate, quiet research. By the time a job posts or a reply lands, most of the real decision already happened.

The signed agreement between agency and client that sets the fee percentage, guarantee period, rebate terms and payment terms. It has to be in place before a consultant can properly work, and invoice, a client.

Automatically appending the pieces a raw record is missing, firmographics, decision-maker details, verified contact info and recent signals, so a bare company or contact becomes an account you can actually work.

Building relationships with several stakeholders inside one target account instead of a single contact. It protects a deal from stalling when one person goes quiet, changes role or leaves.

Enterprise software, such as SAP Fieldglass or Beeline, that enterprise clients use to gate which staffing suppliers can submit candidates or contact hiring managers directly. Being off the panel means the requisition never reaches you.

An arrangement where two agencies collaborate on one placement and share the fee, one holding the candidate and the other the client relationship. It is set out in a split fee agreement signed before either side's details are exchanged.

A consultant who owns the full recruitment cycle themselves: business development, candidate sourcing and delivery to placement, rather than splitting BD and delivery across separate roles.

Behavioural signals, such as content consumption, website visits, search activity and review-site research, that show a company is starting to research hiring or growth moves before that intent becomes public. The quiet precursor layer that often comes before a formal buying signal.

The window after a placed candidate starts during which the agency must find a free replacement or issue a rebate if they leave. Commonly a few weeks up to three months, set out in the terms of business.

A BD approach where outreach is triggered by observed buying signals instead of a fixed volume list, so timing drives who gets contacted and when. It is how boilr's AI sales employee prioritises every account by default.

The person inside a target company who can actually release budget for your fee, as opposed to the hiring manager who champions you internally. Deals stall when outreach never reaches them.

Data about the technology a company runs, its CRM, ATS, cloud provider, languages and data platform, used to filter your ICP and to catch stack changes as an early buying signal.

A desk structure where one consultant runs business development and the client relationship while a second sources and delivers candidates for the same roles, also known as the 180 model.

When a candidate's current employer offers more money, a new title or other perks to keep them after they resign, threatening a placement that looked done. boilr tracks it as a live risk in the pipeline until the candidate actually starts.

A newly opened desk or territory with no existing clients or candidates to inherit. Every account is won from scratch through business development alone, unlike a warm desk that comes with an active book.

A commercial arrangement where a client commits all of its recruitment spend in a defined area to a single agency, with no other agency invited to compete. Unlike a PSL, which is a closed list of several agencies, sole supplier status means zero competition within its scope.

A technique that cascades a contact or company record through multiple data providers in sequence until a verified email, phone number or direct dial is found. Pushes match rates well beyond what any single source delivers.

The total revenue you'd win if every workable account in your ICP scope became a client. It sizes the opportunity before market mapping catalogues the accounts inside it.

A lead that an AI system has already scored and enriched against your ICP before anyone on the desk looks at it. It is the output of lead scoring and account intelligence, not a raw name off a list.

The structured brief of skills, seniority, experience and must-haves that defines the candidate you are actually searching for, and the filter every sourced profile is matched against before it reaches you.

An AI assistant embedded in a workflow that drafts, summarises or suggests only when prompted, one request at a time, and does nothing on its own between prompts. boilr takes a different approach: an autonomous AI sales employee that runs the motion without waiting to be asked.

The elapsed time between a buying signal firing, or a lead entering the pipeline, and the first outreach touch going out. Urgency decays fast, so the shorter the gap, the higher the response and conversion rate.

An established desk or territory that comes with an active client base and a working pipeline already in motion, usually inherited from a predecessor. The direct opposite of a cold desk built from nothing.

UK tax legislation that decides whether a contractor is taxed as employed ("inside IR35") or self-employed ("outside IR35"), and which party in the recruitment chain carries the liability for getting it wrong.

The point at which so many buying-signal alerts arrive, especially low-quality or irrelevant ones, that a consultant stops trusting and acting on any of them. It is the failure mode signal-led BD must be scored and filtered against an ICP to avoid.

Company-level demographic data, industry, headcount, revenue, HQ location and ownership structure, used to filter and prioritise target accounts against your ICP.

A candidate who reached the final stages of a hiring process but wasn't hired, and is worth re-engaging the moment a matching role appears rather than sourced from scratch.

Querying a candidate or company database in plain English instead of Boolean operators. An AI system parses the intent and returns matching records ranked by fit.

The elapsed time from a job order opening to the placed candidate's start date. The number most clients watch to judge how efficiently an agency fills a vacancy.

The stakeholders inside a target company who jointly decide whether an agency gets hired, typically the hiring manager, an HR or TA lead and a budget holder. Reach only one of them and the mandate can stall long after your best pitch landed.

A pre-agreed schedule of bill rates by role, seniority and location that an agency and client fix in advance, so contract and temp engagements are priced against it instead of being renegotiated each time.

The recruitment software that stores and moves every candidate, job order and client record a desk works from. The term also covers the systems employers use to filter their own inbound applications, and a vendor switch there is itself a quiet hiring signal.

The unworked potential inside an account you already have a foothold in: other divisions, other roles and other hiring managers your desk has never approached. Different from market mapping, which finds accounts you have not touched at all.

An arrangement where a client outsources all or part of its hiring process to an external provider acting as an extension of its own team. For an agency desk, an account under RPO is effectively closed until the contract ends or comes up for renewal.

A job posting kept live with no genuine intent or budget to fill it, which makes a raw job-board listing an unreliable buying signal on its own. boilr corroborates every posting against other signals before it triggers outreach.

The revenue a consultant generates from placements and temp margin. The core performance number a recruitment desk is actually judged on, distinct from conversion metrics like win rate.

Combining multiple independent buying signals on the same account, such as a funding round, a new executive hire and a headcount spike, to raise confidence that it is in an active buying window rather than acting on any single signal alone.

How certain an AI system is about a single detection, a signal or a candidate match, expressed as a percentage or a high/low flag. It feeds lead scoring but never replaces it.

The fee and process for converting a temporary or contract placement into a permanent hire, typically charged on a scale that reduces the longer the worker has already been on assignment, since margin already collected offsets it.

Watching the people already in your network, past candidates, hiring managers and client champions, for job changes, so a move to a new company reopens a warm relationship instead of a cold one.

The portfolio of active clients and candidates a consultant owns and is judged on, built up over time and distinct from the desk or territory it grew inside.

Scoring new target accounts by how closely they resemble the clients an agency has already won, using firmographics, technographics, hiring patterns and signal history rather than a hand-written rule set.

A financing arrangement where a staffing agency sells its unpaid client invoices to a factoring company for immediate cash at a discount, instead of waiting out a 30 to 60 day payment term. Common on temp and contract desks that fund contractor payroll weekly.

A candidate's CV sent to a company with no advertised vacancy, pitching a standout hire before the role exists. It turns a strong candidate into the reason a cold account starts talking to you.

The percentage an agency adds to a contractor's pay rate to arrive at the client bill rate. The core margin mechanic of temp and contract desks, distinct from a permanent-placement fee percentage.

When a candidate who was actively engaged in a process, replying, interviewing, discussing terms, suddenly stops responding without formally withdrawing. Distinct from a ghost job: this is candidate behaviour, not an employer posting with no real intent to hire.

The overarching, often multi-year contract that sets liability, data handling, payment terms and SLAs between an agency and a large enterprise client. Individual statements of work and job orders sit underneath it.

A commitment, usually written into terms of business, that an agency will not poach a client's own staff for a defined period, sometimes paired with a client commitment not to hire an introduced candidate directly.

AI tools used inside an agency, personal ChatGPT accounts, browser extensions, unapproved copilots, that nobody has reviewed or signed off on. It creates data-leakage, compliance and quality-control risk that a governed system is built to remove.

The screening layer between a BD consultant and the actual decision-maker: an EA, a receptionist or a junior HR contact. Getting past one without burning the relationship is a skill in its own right.

When a generative AI system produces a plausible-sounding fact, signal or data point that is false or unverifiable, rather than admitting it does not know. In AI-drafted recruiter outreach it is a trust risk unless caught by confidence scoring, verified data sources and a human review step before anything sends.

The organisation an enterprise client hires to run its contingent workforce programme: it owns the VMS relationship, manages the supplier panel and often competes on it as a staffing supplier itself.

A candidate or former employee who left, either a company or a search, and later re-enters the market, rejoining a past employer or reconnecting with the consultant who worked with them before. Distinct from a silver medalist, who never actually left.

A competitive pitch process where a client invites several recruitment agencies to compete for one mandate or the whole account before choosing a winner. Sometimes called a beauty contest or agency pitch.

When a client builds and hires from its own internal talent pipeline instead of briefing a recruitment agency. It is the quiet way an account disappears from the market rather than being lost to a competitor.

The rules, scope limits and human checkpoints, such as requiring review before anything sends or restricting an AI system to an approved ICP, that bound what it may do on its own. They are what let autonomy scale without the risk scaling with it.

The retained-search practice focused on senior and C-suite mandates: discreet, relationship-led sourcing of passive candidates who are not looking, rather than a high-volume contingency approach.

A contract that prices a discrete piece of work, a project, a deliverable or an embedded engagement, by scope, deliverables and milestones rather than by headcount or hours worked. Usually sits underneath a Master Service Agreement, referencing its liability and payment terms rather than re-negotiating them.

A candidate or employee showing a high probability of leaving their role soon, spotted from tenure patterns, career triggers and recent activity. It cuts two ways: a sourcing opportunity if it is someone else's employee, a due-diligence check if it is your own candidate heading toward a start date.

The system that holds client companies, contacts and the sales pipeline stage between a cold account and a signed job order. Distinct from the ATS, which tracks candidates, and from the Company Brain, which layers ICP fit and signal history on top.

The time a candidate must keep working for their current employer after resigning before they can start a new role, from a week or two up to several months depending on seniority and jurisdiction. boilr logs it against every candidate profile so start-date forecasts run off the real date, not the offer date.

The review step where a consultant checks and authorises an AI-drafted email, message or task before it sends. It is what lets an AI sales employee run at full speed while a human keeps the final call.

A buying-signal subtype triggered by layoffs, restructuring or redundancy announcements at a target company. It surfaces displaced candidates worth sourcing now, and often precedes a rehiring wave that becomes a fresh mandate months later.

The slice of your TAM you can realistically serve, narrowed by your specialisms, geography and desk capacity. It's the sizing number that actually drives headcount and quota decisions.

A consultant who owns only one half of the recruitment cycle on a split desk, either the client relationship and business development, or candidate sourcing and delivery, but never both.

The fee a recruitment agency charges a client for a successful permanent hire, usually a percentage of first-year salary or a flat amount, paid once the candidate starts.

The unit-economics view of a single desk: billings weighed against the fully-loaded cost of running it. Used by owners and team leads to judge whether a desk, not just the firm, is actually profitable.

Bucketing target accounts into service tiers, such as Tier 1, 2 and 3, so each gets a different depth of BD effort. It turns an ICP-matched list into a deliberate allocation of outreach frequency, personalisation and consultant seniority.

An AI system's ability to show the reasoning behind a decision, not just the score or verdict, such as why it flagged a signal or matched a candidate. That reasoning is what lets a consultant verify the output before acting on it.

A hybrid fee model where the client pays a small, non-refundable retainer upfront and the rest of the fee on placement, sitting between contingency search and full retained search.

The EU law governing how personal data, including candidate CVs, contact details and enriched company records, must be collected, processed, stored and deleted. For recruitment agencies it sets the lawful basis, retention limits and erasure rights that apply to both candidate data and BD contact data.

The finite stretch after a buying signal fires during which an account stays receptive to outreach, before intent cools and the opportunity goes cold. It is why speed-to-lead matters and why signal-led BD prioritises timing over volume.

A candidate's explicit permission for a recruiter to submit their CV to one named client for one specific role, secured before the CV goes out. It protects against double submissions and disputes over who introduced the candidate first.

Unsolicited phone outreach to a company or contact with no prior relationship, the original recruitment BD channel. Still used today, usually as one leg of a multi-channel cadence rather than a strategy on its own.

The timestamped, persistent log of every action an AI system takes: what it scored, flagged and drafted, and when. It is the record that lets an agency demonstrate compliance and debug what an autonomous AI sales employee actually did.

The process of actually integrating AI into daily BD work, from pilot through workflow integration to org-wide rollout, as distinct from simply owning the licence.

The obligation to repay some or all of an already-paid placement fee if the candidate leaves within the guarantee period. Distinct from a rebate, which is just the scale that decides how much comes back.

The stretch a contractor spends on an agency's books between assignments, on payroll or committed but not billing a client. Left unmanaged it quietly erodes contract-desk margin.

The traceable record of where a data point in your CRM came from, which provider or signal supplied it, and every enrichment step it passed through before you saw it. Turns a bare field into one you can trust and, if needed, retrace.

Coordinating multiple AI steps, research, scoring, drafting, into one continuous workflow rather than separate disconnected tools. It is the mechanism that lets an AI sales employee run an end-to-end BD motion instead of being a single-purpose point tool.

A consultant whose activity directly generates billable revenue for the agency, as distinct from support and delivery-only staff. It is the headcount number agencies plan, cost and hire around.

A B2B sales qualification framework, Metrics, Economic Buyer, Decision Criteria, Decision Process, Identify Pain and Champion, adapted to recruitment BD. Use it to judge whether a target account is worth the effort of a full pursuit before you commit the hours.

When a client that commissioned a search stops responding mid-process without cancelling the job order or explaining why. The mirror of candidate ghosting, from the other side of the desk.

Systematically cataloguing the people in a target market or discipline before a specific role opens, so a search starts with known names instead of a blank page.

The total pay a recruitment consultant earns if every target is hit for the period: base salary plus commission at 100% of quota. It is an advertised ceiling, not a guarantee, and billings decide how much of it actually gets paid.

How fast stored company and contact records go stale as people change jobs and companies restructure. It is why continuous enrichment beats a one-off data purchase.

Paying a resigning employee to stay away from work and competitors for some or all of their notice period, instead of working it out. Gives a fixed, known start date, but the candidate cannot be contacted or worked with until it lifts.

A single staffing supplier given primary control of a client's whole contingent workforce programme, filling every requisition it can from its own bench and only sub-contracting the rest. Unlike a neutral MSP, the gatekeeper is also a competitor for the work.

A predictive score estimating how likely a company is to start hiring soon, modelled from funding, headcount and leadership patterns rather than one single observed event. It flags quiet, high-potential accounts before a buying signal ever fires.

A formal procurement process that invites suppliers to submit a binding, priced bid for a framework, PSL, MSP or RPO contract. Common in public-sector and enterprise recruitment, and won by whoever is ready before the notice is even published.

Searching your own ATS or CRM for candidates you already know before starting a new search from scratch. Often the fastest, cheapest shortlist a desk can build.

A pre-negotiated, multi-supplier contract, common in enterprise and public-sector procurement, that fixes rate cards and terms upfront so individual call-off contracts can be issued without re-negotiating. Winning a place means competing for years of work, not one role.

The discrete, dateable occurrence at a target company, a funding round, a leadership hire, an office move, a tech-stack change, that gives outreach a specific, timely reason instead of a generic one. It is what a broader buying-signal system actually detects and surfaces.

The revenue or activity target a recruitment consultant is measured against for a period such as a quarter. Quota can be billings-based or activity-based, and it decides how close a consultant gets to OTE, not the other way round.

A software system that uses conversational AI to hold live phone conversations, screening, scheduling or qualifying candidates in real time rather than following a scripted menu tree. Distinct from a basic IVR system and from a human-only call, it works well on structured candidate tasks but poorly on cold, relationship-driven client BD.

The compounding advantage an agency builds from its own accumulated ICP fit history, signal outcomes, candidate pools and account intelligence. Competitors can buy the same tools; they cannot buy this history.

The fully-loaded cost of filling a single role, fee, tools, advertising and time combined, used to benchmark an agency fee against in-house TA, RPO or direct sourcing.

A company owned by a private equity or venture capital firm. Ownership status is worth tracking as a standing target segment, since it reliably predicts leadership build-out and headcount scaling long after the deal closes.

The direct, proactive approach to one specifically identified target person, rather than sourcing from an applicant pool or an advertised vacancy. Closely tied to executive search, but used at every seniority level.

A UK employment intermediary that puts a contractor on its own PAYE payroll for an assignment, deducting tax, National Insurance and its own margin. From April 2026, agencies carry joint liability if the umbrella gets PAYE wrong.

A senior C-suite leader, such as a CFO, CMO or COO, engaged part-time and often across several clients at once, rather than hired full-time. A distinct mandate type with its own sourcing and commercial logic.

The cumulative cost a client absorbs for every day a role stays unfilled: lost productivity, overtime cover and delayed revenue or project slippage. A commercial argument for urgency and fee, not just an internal metric.

Verifying a buying signal against at least one independent source before it is allowed to trigger outreach, so a stale or fabricated signal, such as a ghost job, never burns a consultant's touch. boilr checks every signal this way before it becomes a task.

Full-time, fixed-term senior leadership cover for a defined gap, such as a CFO on leave or a sudden departure. Sourced fast from a dedicated interim network and billed on a day rate rather than a placement fee.

A B2B sales methodology built around teaching the client something new, tailoring the message to their priorities and taking control of the conversation. In recruitment BD it means leading with a market insight instead of asking whether roles are open.

The finite, named list of companies a desk actively works right now, drawn from your ICP and market map. In boilr it is built and tiered automatically, and stays current in the Company Brain.

The percentage of job orders a desk actually converts into a placement, and the number PSL and MSP panels use to decide whether a supplier keeps its slot on the list.

The profile of the individual decision-maker inside a target account: their title, seniority, priorities, pain points and how they judge a recruitment partner. The person-level complement to your company-level ICP.

An outsourced recruiting model priced as an ongoing subscription or retainer across a term and a bucket of roles, rather than a fee tied to each placement. Lighter than full RPO and priced differently to container search, which is a single-role hybrid fee.

The sliding percentage scale set out in a client's terms of business that decides how much of a placement fee is repayable if a candidate leaves within the guarantee period. Distinct from a clawback, which is the actual repayment event the scale triggers.

AI built end-to-end for one industry's workflow, such as recruitment BD, rather than a general-purpose tool adapted to fit many industries at once. It is the category boilr itself belongs to, as opposed to a horizontal AI SDR.

The internal request a hiring manager raises and finance or HR signs off, to open a role. It precedes and authorises the job order an agency eventually receives, and is sometimes visible on a careers page or job board before any agency is briefed.

The commercial exposure a desk carries when a large share of its billings comes from a single client. If that client cuts spend, switches agency or brings hiring in-house, the desk revenue takes an outsized hit.

The revenue an agency keeps once direct placement costs, such as pass-through temp wages and split-fee shares, are stripped out of gross billings. It is the number agency owners actually track profitability and valuation against.

Evaluating and shortlisting candidates against the specific skills a role requires, rather than their degree, job title or years of tenure. boilr scores every sourced candidate this way and shows a per-skill match rationale in your Tasks inbox.

A job applicant whose identity, resume, voice or live video presence has been generated or altered by AI to fraudulently pass screening or an interview. Recruiters and agencies are increasingly targeted, and verification is fast becoming a standard part of the process.

The percentage of candidates who accept an offer and then never start, or leave within the first few days without warning. Agencies track it alongside the guarantee period as a core placement-quality metric.

A sales motion where you win a client on one role or desk, then deliberately grow the account into more roles, departments and service lines over time, instead of moving on after the first placement.

Continuous, non-business-hours prospecting: an AI sales employee keeps scanning signals, enriching accounts, scoring leads and drafting outreach nights, weekends and holidays, not just during a consultant's working day.

A third-party organisation that becomes a worker's legal employer on a client's behalf, handling payroll, tax and statutory compliance in that worker's country. Recruiters use it to place candidates across a border, or convert contractors, without the client setting up a local entity.

A resourcer is the support role focused purely on sourcing and shortlisting candidates for a desk's live roles, freeing the fee-earning consultant to focus on business development.

A pause, formal or informal, on some or all new hiring at a company, usually driven by cost pressure, restructuring or uncertainty. The need behind the paused roles rarely disappears with it.

A clause in a candidate's current contract, such as a non-compete or non-solicitation term, that restricts what they can do once they leave. Worth checking before a submission, not after.

Winning a second service line inside a client you already bill, such as a perm desk introducing contract staffing, using account history to spot the whitespace before a competitor does.

The mythical candidate who matches every line of a job spec at once: exact skills, exact years, exact salary and exact location. Chasing one usually means the desk loses the good real candidates it could have placed instead.

The explicit list of company types a desk should avoid chasing: wrong industry, wrong size, bad payers, unwinnable PSLs or unserviceable geographies. It is the deliberate opposite of the ICP, used to filter noise out of the pipeline before time is wasted on it.

The standard for whether a recruiter has earned its placement fee: a candidate who is genuinely ready, willing and able to accept the role on the client's terms at the point of introduction. If the client then pulls out, the fee can still be owed.

Outreach that opens by referencing a specific signal or trigger event about the target account, rather than a generic pitch sent with no context. It is the direct payoff of signal-led BD: the message you actually send once a signal fires.

The moment an AI agent escalates a task it cannot or should not complete autonomously to a person for review, approval or action. The mechanical event that operationalises human-in-the-loop.

A four-part sales qualification check, Budget, Authority, Need, Timeline, developed by IBM. Recruitment desks use it to filter a warm reply before committing a full cadence to it.

A fabricated candidate identity with no real person behind it, an invented CV or profile submitted to pad application numbers, defraud a client or scam an agency's process. boilr verifies every candidate and contact through its data waterfall before a task reaches a consultant.

How fast qualified opportunities move through your BD pipeline, from first contact to closed business. A rate metric, distinct from win rate and speed-to-lead.

The desk role that owns and grows revenue inside an agency's highest-value client accounts after they sign, distinct from the hunter who wins new logos and the delivery consultant who fills the roles.

The hourly or daily rate a staffing agency charges the client for a contractor's time, the client-facing price that sits above the contractor's pay rate and contains the agency's markup. It is usually fixed in a rate card or terms of business before the first contractor is ever placed.

A security risk where malicious text hidden in a webpage, email or CV tries to hijack an AI agent's instructions. Guardrails and human review keep an autonomous AI sales employee safe to trust.

An open standard that lets AI agents connect to external tools, data and business systems, your CRM, your ATS, enrichment APIs, without a custom integration built for each one. Means less vendor lock-in and AI tools that can actually act on your real stack.

The average number of days it takes an agency to collect cash after invoicing a client. A rising DSO signals slow-paying clients and strained working capital, especially on temp and contingency desks funding payroll before the client pays.

A lead that has cleared ICP fit and shows a live reason to act, reviewed and accepted as ready for direct sales pursuit rather than further qualification.

An AI technique where a model retrieves relevant stored information before generating its answer, so the output is grounded in real, specific data rather than training data alone. In boilr, the Company Brain is what gets retrieved from.

The weighted value of open pipeline divided by quota for the period, the quickest check on whether a desk has enough business in play to hit target. Distinct from win rate (conversion quality) and pipeline velocity (speed through stages).

The gradual loss of accuracy in an AI scoring or matching model as the real-world data it scores against shifts, so a model tuned on last year's market quietly gets worse. Distinct from AI hallucination, which is a single false output, drift is a slow, systemic decline that needs monitoring, not a one-off fix.