What this does
60 days after a successful placement (long enough for the candidate to feel settled, short enough that the experience is still vivid), the snapshot fires a review request. The candidate gets a friendly SMS + email asking for a Google review. The hiring manager gets a separate ask.
Reviews are routed: high-NPS-score senders go to Google. Low-score senders go to a private feedback form so issues stay internal — and so the agency can fix problems before they become 1-star reviews.
Why this matters
Recruiting is a reputation business. Candidates and hiring managers choose agencies partly based on reviews. Yet most agencies have 5–20 Google reviews from their entire history. With automated post-placement asks, agencies typically grow to 50+ reviews in the first 6 months.
More reviews = more inbound. More inbound = lower acquisition cost. Lower acquisition cost = better margins. The review automation pays for the snapshot many times over.
How it’s configured
The 60-day timer starts when the candidate is marked “placed” with a confirmed start date. A pre-ask NPS question filters: candidates who score 9+ get the Google review ask; candidates who score ≤6 go to private feedback. The middle range gets a softer ask.
For hiring managers, the same logic applies — only the high-satisfaction managers get the public ask. Disappointed managers get a private “tell us what we could’ve done better” form, which goes straight to your delivery lead.
What you’ll have on day 1
- 60-day post-placement review request automation
- NPS-based routing (high → public; low → private)
- Branded SMS + email templates for the ask
- Private feedback form for low-NPS responses
- Slack notification when a new public review lands
- Direct link to your Google Business Profile for review submission