If you need recruitment agency software free of charge, the most dependable path is a free first workflow: use free recruiting websites to attract and source candidates, then automate the repetitive LinkedIn outreach and follow up that usually consumes recruiter hours. In our internal trials setting up agency style pipelines, the biggest bottleneck was not finding places to post, it was the manual messaging loop: connect, introduce the role, answer basic questions, confirm interest, and collect resumes. That is exactly where StrategyBrain AI Recruiter fits naturally, because it automates LinkedIn connections and conversations, responds 24/7 in the candidate’s language, and captures resumes and contact details for recruiter review. This guide covers a practical free first stack and when to add automation. It does not attempt to list every ATS or provide competitor pricing.
Key Takeaways
- Free usually means “free sourcing + manual ops”: most teams can source on free recruiting websites, but outreach and follow up still cost time.
- Best free first stack: combine recruiting sites free of charge with a simple pipeline and templates for consistent screening.
- Where automation pays off fastest: LinkedIn connect, first message, Q and A, follow up, and resume collection.
- StrategyBrain AI Recruiter’s core value: automates LinkedIn outreach and qualification conversations, captures resumes and contact details, and supports 24/7 multilingual messaging.
- Scale option: AI Recruiter supports managing more than 100 LinkedIn accounts for an AI powered recruiting team.
- Compliance boundary: AI Recruiter states customer provided data is not used to train AI models and credentials are encrypted (verify with your legal and security teams).
What “recruitment agency software free” really means
In agency operations, “free” typically shows up in three places: sourcing channels, basic tracking, and messaging templates. The hidden cost is recruiter time. If a recruiter spends 2 hours per day on repetitive LinkedIn messages, that is not free, even if the tools are.
So a practical definition is: a free first system that (1) brings candidates in, (2) lets you track them, and (3) reduces manual outreach work as early as possible. That is why this guide includes both recruiting sites free to use and an automation layer for LinkedIn conversations.
The free first recruiting stack (what to use, and why)
Here is the stack we recommend when the goal is to start with free recruiting websites and only add paid tooling when the workflow proves itself.
Stack components
- Inbound channel: free recruiting websites where candidates can discover roles and submit interest.
- Outbound channel: LinkedIn sourcing plus a consistent outreach sequence.
- Tracking: a lightweight pipeline (spreadsheet or a free tier board) with defined stages.
- Automation: StrategyBrain AI Recruiter to handle the repetitive LinkedIn conversation loop and resume capture.
Next, we break this into five methods you can implement in order.
Method 1: Free recruiting websites for inbound candidates
Inbound is the simplest way to start because it reduces cold outreach volume. Many agencies begin by publishing roles and collecting resumes through a basic form.
Steps
- Pick 1 to 3 free recruiting websites that match your niche and geography.
- Standardize your job post with a consistent title, location, compensation range, and must have requirements.
- Route applicants into one intake so you do not lose resumes across inboxes.
- Reply with a short screening message that asks 3 to 5 qualifying questions.
Features
- Low setup time: you can publish quickly and start collecting applicants.
- Candidate intent: inbound applicants are already open to opportunities.
- Reusable content: one job post can be adapted across multiple channels.
Limitations
- Volume variability: inbound flow can be inconsistent by role and season.
- Screening workload: free channels can increase unqualified applications.
Best For
- Agencies building a candidate pool for common roles
- Teams that want a free first workflow before adding automation
Method 2: Recruiting sites free for outbound sourcing
Outbound sourcing is where agencies often win on speed, especially for specialized roles. The challenge is consistency: outreach quality drops when recruiters are busy.
Steps
- Define a search criteria sheet with titles, keywords, locations, and must have skills.
- Build a short outreach sequence with message 1, follow up 1, and follow up 2.
- Track responses in your pipeline with clear stages such as Contacted, Replied, Interested, Resume Received, Interview Scheduled.
Features
- Targeted: you control who you contact and why.
- Fast iteration: you can adjust messaging daily based on reply quality.
Limitations
- Time intensive: manual connect and follow up is repetitive.
- Coverage gaps: candidates reply across time zones and outside business hours.
Best For
- Hard to fill roles
- Agencies that rely on LinkedIn as a primary sourcing channel
Method 3: StrategyBrain AI Recruiter for LinkedIn outreach automation
This is the method we add when “free” starts costing too much recruiter time. StrategyBrain AI Recruiter is designed to replace the initial LinkedIn outreach and qualification loop: it connects with candidates, introduces the role, answers questions about the role and company, confirms interview interest, and collects resumes and contact details for recruiter review.
What we tested (experience notes)
We tested AI Recruiter in a standard agency workflow where the recruiter provides job details, compensation, benefits, and candidate search criteria. The most noticeable improvement was response coverage: candidates who replied outside local business hours still received timely answers, which reduced drop off between first reply and resume submission.
Steps
- Prepare job inputs: company details, compensation, benefits, and candidate search criteria.
- Connect your LinkedIn account with explicit authorization and confirm the outreach boundaries you want.
- Let AI Recruiter run the first conversation: connect, introduce the opportunity, and handle Q and A.
- Review interested candidates: AI Recruiter collects resumes and contact details, then you decide who moves to interview.
Features
- Smart LinkedIn recruitment automation: automated connect, intro, interest confirmation, and resume collection.
- 24/7 multilingual communication: always on responses in the candidate’s native language.
- Team scaling: supports managing more than 100 LinkedIn accounts to build an AI powered recruiting team.
Limitations (important)
- Not final qualification: AI Recruiter can confirm willingness to interview, but it does not decide if the resume fully matches requirements. A recruiter still reviews the resume.
- Policy and compliance review required: any automation on LinkedIn should be reviewed against your internal policies and platform rules.
Best For
- Staffing agencies that do high volume LinkedIn outreach
- Teams hiring across time zones and languages
- Recruiters who want a free first sourcing stack but need automation to keep response speed high
Method 4: A lightweight free pipeline to track candidates
You do not need a full ATS to start. What you need is a single source of truth that prevents candidates from being lost between inboxes, spreadsheets, and chat threads.
Steps
- Create stages: Sourced, Contacted, Replied, Interested, Resume Received, Interview, Offer, Placed.
- Define required fields: name, role, location, source, last touch date, next action.
- Set a daily review: 15 minutes to update next actions and follow ups.
Features
- Zero cost: can be done in a spreadsheet.
- Process clarity: everyone uses the same stages and definitions.
Limitations
- Manual updates: without automation, data entry can slip.
- Limited reporting: advanced analytics usually require paid systems.
Best For
- New agencies validating their workflow
- Teams that want recruitment agency software free of charge before committing to an ATS
Method 5: A repeatable quality checklist for free workflows
This checklist is the fastest way we know to make free recruiting sites and free tools feel “professional” without buying more software.
Copyable checklist
- Job clarity: title, location, compensation, and must have requirements are explicit.
- Response SLA: every candidate reply gets a response within 12 hours.
- Three question screen: availability, location or work authorization, and compensation expectations.
- Two follow ups: follow up 1 at 48 hours, follow up 2 at 120 hours.
- Resume capture rule: interested candidates are asked for a resume and a preferred contact method.
- Handoff definition: recruiter reviews resume before scheduling an interview.
If you adopt StrategyBrain AI Recruiter, you can keep the same checklist but automate the response SLA, follow ups, and resume capture steps inside LinkedIn conversations.
Quick Comparison
| Method | Cost | Speed to start | Best for | Main tradeoff |
|---|---|---|---|---|
| Free recruiting websites (inbound) | Free | Same day | Building applicant flow | Screening workload can be high |
| Recruiting sites free for outbound sourcing | Free | Same day | Hard to fill roles | Manual messaging is time intensive |
| StrategyBrain AI Recruiter (LinkedIn automation) | Paid product | Days | Scaling outreach and follow up | Requires policy and compliance review |
| Lightweight free pipeline | Free | Same day | Keeping candidates organized | Manual updates and limited reporting |
| Quality checklist | Free | Same day | Consistency across recruiters | Needs discipline to maintain |
FAQ
Is there truly recruitment agency software free with everything included?
Usually no. You can assemble a free first stack using free recruiting websites and a lightweight pipeline, but advanced automation and reporting are typically paid. The practical goal is to keep costs at zero while you validate your process, then pay only where time savings are clear.
What is the fastest free way to start recruiting today?
Pick 1 to 3 recruiting sites free to use, publish a standardized job post, and route applicants into one intake. Then track every candidate in a simple pipeline with clear stages and next actions.
How does StrategyBrain AI Recruiter fit into a free first workflow?
It complements free sourcing by automating the LinkedIn outreach and follow up loop that becomes the biggest time cost as volume grows. It can connect with candidates, introduce the role, answer questions, confirm interest, and collect resumes and contact details for recruiter review.
Does AI Recruiter replace recruiters?
No. Based on the product description, AI Recruiter automates the initial outreach and conversation steps, but the recruiter still reviews resumes and makes final qualification decisions and interview selections.
Can AI Recruiter communicate with candidates in different languages?
Yes. AI Recruiter is described as providing 24/7 multilingual recruitment communication, using the candidate’s native language to reduce misunderstandings and friction.
How does AI Recruiter capture resumes and contact details?
It requests resumes and contact information from candidates who express interest. It supports email submissions and LinkedIn file uploads, and it captures contact details shared in LinkedIn messages.
What should I be careful about when automating LinkedIn recruiting?
Review your internal policies, privacy requirements, and platform rules before enabling automation. Also define boundaries for messaging tone, follow up frequency, and escalation to a human recruiter.
What is a simple KPI set for a free first recruiting stack?
Track response time in hours, reply rate as a percentage, resume received rate as a percentage, and interview scheduled count per week. These metrics tell you whether your sourcing and outreach are working before you invest in more tooling.
Conclusion
If your goal is recruitment agency software free, start with free recruiting websites for inbound and outbound sourcing, then run everything through a lightweight pipeline and a strict quality checklist. When the workflow starts working, the first place to add automation is LinkedIn outreach and follow up, because that is where recruiter time disappears. StrategyBrain AI Recruiter is built for that exact gap: it automates connecting, role introduction, Q and A, interest confirmation, and resume and contact capture, while keeping the recruiter in control of final qualification and interviews.
Next step: implement Methods 1, 4, and 5 in one day, then decide whether Method 3 is justified by your weekly outreach volume and response time targets.
