Lynqra builds AI agents, automations and small apps for Singapore recruitment and employment agencies. The system reads CVs and job orders, formats candidate profiles, drafts shortlists with reasons, and prepares timesheets and placement invoices. Your consultants decide who is shortlisted and submitted, and nothing reaches a client or candidate until someone in your agency approves it.
A consultant's day is meant for calls with clients and candidates. Much of it goes to admin instead. CVs arrive from job portals, email and WhatsApp in every format. Each one is read against the job order, and the promising ones are retyped into the agency's profile template, with contact details removed, before they go to the client. For contract staff, timesheets come back late, overtime has to be checked, and the client invoice waits for both.
The admin also carries obligations. MOM's licence conditions cover what must appear on adverts, contracts and invoices, which recruitment records an agency keeps and for how long, and not disclosing an applicant's personal data without written consent. CVs are personal data under the PDPA too. Retyping across portals, spreadsheets and email makes all of this harder to get right.
The work we see most often in recruitment agencies:
Each one is a separate build with its own fixed quote. Most firms start with one and add the next once it runs.
CVs from portals, email and WhatsApp logged once, matched to existing candidates, and formatted into your client-ready profile with contact details removed. A consultant reviews each profile before it goes out.
Criteria taken from the job order, and every CV scored against them with the reasons shown. Your consultant decides who to call and who to submit.
Timesheets collected and checked against agreed hours and overtime rules, client approval chased, and invoices and payroll exports drafted for approval.
Your team keeps working the way it does today. The system picks up what they send and does the drafting.
Job orders by email or call notes, CVs from portals, email and WhatsApp, and timesheets from contract staff. Clients and candidates do not have to change anything.
A logged candidate, a formatted profile, a shortlist with reasons, a timesheet summary or an invoice, in your agency's format.
Who is shortlisted, who is submitted, what is said to clients and candidates, and every invoice wait for a person. The system never rejects a candidate or contacts a client on its own.
Each candidate, submission and placement sits against the job order with its status, so the team can see what is waiting and for whom.
Every Lynqra build keeps a person on hiring decisions, payments and customer commitments. In a recruitment agency that means your team decides:
The system does the reading, formatting, matching and reminders. It flags what looks wrong, such as a CV about to go to the same client twice, or a timesheet with more overtime than the contract allows. It does not decide, and the client always makes the hiring decision.
Applicant tracking systems and recruitment CRMs do a lot of this, and most agencies already have one. If yours parses CVs and formats profiles the way you want, use it, and we will tell you so in the consult. Agencies usually come to us when the system holds the records but consultants still retype CVs into templates, screen by reading every file, or chase timesheets by message.
| Option | Works well when | Watch out for |
|---|---|---|
| Email, portals and spreadsheets | A small desk with a few open roles at a time | Duplicate candidates, lost CVs and profiles retyped for every submission |
| An applicant tracking system or recruitment CRM | You want every candidate, job and placement in one database | Seat licences, and gaps the system does not cover, such as profile formatting or timesheets |
| Automation or a small app from Lynqra | Your ATS or sheets work, but the reading, formatting and chasing around them do not | It needs one clear first workflow and someone in your agency to own it |
Pick the one workflow that costs your team the most time or money. For most recruitment agencies it is one of these:
If you place a few roles a month and know your candidates personally, the admin is probably not big enough to justify a build. If your ATS already parses and formats CVs the way you want, use that.
And if you want a system that rejects candidates or submits them to clients with nobody checking, we are the wrong partner. Every build we do keeps a consultant on who is shortlisted and submitted.
The same three steps for every firm. You know the scope and the price before any work starts.
Bring one workflow and a real example, such as a recent job order and the CVs it drew. We map how it runs today and agree what to automate and what must stay with your consultants.
You get a written quote and timeline. We build around your templates and the tools your team already uses, and add a small app only where something is missing.
The new flow runs alongside your current one first. We train the people who will run it and watch the first jobs before anything expands.
It is only as fair as its criteria. We write criteria from the job order that relate to the job, show the reasons for every score, and keep a consultant on every decision. The system does not score candidates on age, race, religion, gender, nationality or similar traits. MOM's licence conditions already ask agencies to brief employers on the Tripartite Guidelines on Fair Employment Practices, and the Workplace Fairness Act has been passed, with MOM aiming for it to take effect by end-2027.
CVs are personal data under the PDPA, and MOM's licence conditions bar agencies from disclosing an applicant's data without written consent. The build keeps CVs in systems your agency controls, and we agree access and retention rules with you at the start. Your agency stays responsible for consent and for what it shares with clients.
Only if you approve them. The system can draft replies, and your consultant decides who gets which message and when.
No. The build reads from and writes to your ATS where it allows connections, or works from exports where it does not.
The consult is free. If the workflow is worth building, you get a fixed-scope quote before any work starts.
Funding pathways such as EDGE may be assessed case by case, subject to eligibility and approval. We work with advisory partners on funding and never promise a grant.
Guides for recruitment agencies
Official sources
Bring the job order, shortlist or timesheet run that takes your team the longest. There is no commitment, and a consultant stays on every hiring decision.
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