See a project in action

Five open roles. Forty candidates. One recruiter who never forgets a conversation.

An independent recruiter uses Virgil to manage a hiring engagement. Every candidate profile, every interview note, every client preference, in one project with an AI agent that has read all of it.

Step 1 · Set up the engagement project

Create the project. Add the people.

Carmen creates an "Apex Logistics - Q3 Hiring" project in Virgil. Then adds every person who touches this engagement: herself, the VP of People, and the hiring manager.

Virgil — Apex Logistics Q3 Hiring — Stakeholders

A folder per person: notes, emails, context, files, and a Virgil agent read into all of it.

Carmen Reyes

internal

Principal Recruiter · Reyes Talent

32 entries in dossier

Greg Hoffman

external

VP of People · Apex Logistics

14 entries in dossier

Danielle Park

external

Hiring Manager, Engineering · Apex Logistics

9 entries in dossier

Step 2 · Define the roles and preferences

Log the requirements. Capture what the client actually cares about.

Carmen logs the role specs, but also the soft preferences that never make it into a job description. Greg's emails about culture fit, Danielle's concern about a candidate's background, Carmen's own sourcing notes. All of it goes into the project dossier.

Virgil — Apex Q3 Hiring — Roles
contextMay 1

Role 1: Operations Manager. Salary range: $95-115K. Must have logistics or supply chain experience. Greg wants someone who has managed a team of 10+. Remote OK but needs to be in EST timezone. Start date: Aug 15.

Added by Carmen Reyes

contextMay 1

Role 2: Senior Accountant. Salary range: $85-100K. CPA required. Danielle wants someone with ERP experience (NetSuite preferred). Hybrid, 3 days in office. Start date: Sep 1.

Added by Carmen Reyes

emailFrom Greg: culture and prioritiesMay 5

From Greg: 'For the ops manager, I really want someone who has dealt with last-mile logistics. Our biggest challenge is warehouse-to-door. Also, culture fit matters more than pedigree here. We are a roll-up-your-sleeves team.'

noteSourcing updateMay 20

Sourced 18 candidates for ops manager, 12 for senior accountant. Narrowed to 8 and 6 respectively after initial screens. Top ops candidate: Marcus Webb (currently at FedEx Supply Chain, 12 years logistics, managed team of 15). Top accounting candidate: Aisha Patel (CPA, 7 years, NetSuite certified, currently at a mid-size manufacturer).

Added by Carmen Reyes

emailFrom Danielle: concern about AishaMay 25

From Danielle: 'Aisha Patel looks great on paper. But I had a bad experience with a candidate from a manufacturing background before. Can you find out specifically what kind of accounting challenges she has dealt with? I want to know she can handle our pace.'

noteAisha Patel follow-up callMay 28

Called Aisha. She handled month-end close for a $40M revenue company in 3 business days. Managed audit prep solo. She is used to fast pace. Danielle's concern should be addressed.

Added by Carmen Reyes

Step 3 · Connect Google Workspace

Calendar, email, and spreadsheets flow in automatically.

The project connects to Google Workspace in one click. Interview scheduling, candidate email threads, and tracking spreadsheets sync into the project. Virgil does not replace your tools. It reads them so the agent has the full picture.

Virgil — Apex Q3 Hiring — Integrations
G

Google Workspace

Connected · carmen@reyes-talent.com

Live

Google Calendar

22 interview slots scheduled

Gmail

40 candidate threads, 12 client threads

Google Sheets

Candidate tracker, fee schedule

Scoped to this engagement only. Other projects cannot see this connection.

Step 4 · Candidate pipeline board

Every candidate, every stage, at a glance.

The board is a living surface that Carmen and Virgil both edit. Drag a candidate to the next column, or ask Virgil to move them. The board talks to the dossier talks to the fee table.

Virgil — Apex Q3 Hiring — Board
Screening3

Jordan Ellis - Ops Mgr

phone screen

Rina Tanaka - Sr Acct

awaiting resume

Kevin Moore - Ops Mgr

reference check
Client interview2

Marcus Webb - Ops Mgr

round 2

Aisha Patel - Sr Acct

round 1
Offer1

Marcus Webb - Ops Mgr

verbal offer

Step 5 · Fee and placement table

Revenue is tracked alongside the pipeline.

Carmen tracks fees right inside the project. When a candidate moves to the offer stage, the fee calculates automatically. No separate spreadsheet. No switching tabs.

Virgil — Apex Q3 Hiring — Fee Schedule
RoleCandidateSalaryFee (20%)Status
Operations ManagerMarcus Webb$110,000$22,000Offer extended
Senior AccountantAisha Patel$92,000$18,400Interview stage
Operations ManagerKevin Moore$98,000$19,600Backup candidate

Step 6 · The payoff

Marcus wants to negotiate. Carmen has every card she needs.

Greg calls Carmen. Marcus is pushing back on the offer. Carmen does not scramble through old emails or try to remember what he said three weeks ago. She asks Virgil.

Virgil on Apex Q3 Hiring
Greg just told me Marcus wants to negotiate. He is asking for $118K and an extra week of PTO. Greg's budget caps at $115K. What do I know about Marcus that could help close this?
From Marcus's screening notes on May 14, he mentioned his current comp at FedEx is $105K. That means $115K is already a 9.5% raise over his current salary. In his interview debrief on May 22, Marcus said his primary motivation for leaving FedEx is autonomy and career growth, not compensation. He specifically said he feels "stuck under a regional director" and wants to lead his own operation. Greg's May 5 email emphasized that Apex is a "roll-up-your-sleeves team" and that the ops manager role reports directly to Greg. Marcus would have 15 direct reports from day one. At FedEx, he manages 15 people but always under a regional director. Here he reports to the VP directly. That is the upgrade he is looking for. I would recommend positioning $115K as firm but highlighting the management scope and direct reporting line. The extra week of PTO is likely a softer ask. I recommend Greg approve it as a goodwill gesture to close the deal.
Draft a message to Marcus positioning this.
Here is a draft: "Hi Marcus, thanks for the conversation with Greg. The team is excited about you and wants to move quickly. On comp, the $115K offer reflects the top of the approved range and is a meaningful step up from your current position. What I think is worth focusing on is the role itself. You told me the main reason you are looking to move is autonomy and the chance to run your own operation. At Apex, you would report directly to Greg with no regional layer between you. Fifteen direct reports, full ownership of the warehouse-to-door pipeline, and a seat at the leadership table. Greg has approved an additional week of PTO as a sign of good faith. He wants you there and wants you to feel right about it. I think this is the role you described wanting. Let me know if you are ready to move forward." Warm, specific to what Marcus actually said he values, and does not open the door to a counter on salary. Want me to adjust anything?

The pipeline is the relationship.

When Carmen places Marcus, the project does not close. It becomes the record: what worked, what Greg values, what the team culture is. The next time Apex needs to hire, Carmen opens the project and has the full history.

The candidate profiles talk to the client preferences talk to the interview notes. Every tool sees every other tool.

This is not an ATS. It is a workspace where the engagement lives and an AI agent that remembers every interview, every preference, and every negotiation.

This is one engagement. Imagine a full desk.

Every client, every candidate, every placement. One workspace. Virgil is available now.

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