A recruitment leads marketplace isn't a CV database you buy once. It's a living, two-sided system: on one side, recruitment agencies and staffing firms looking for hiring mandates; on the other, request generators — specialised job boards, partner forms, local business networks — that produce those requests whenever a company has a role to fill and feed them into the same platform. leads-qualifie.ch acts as the intermediary between both sides, applying shared rules for verification, scoring and matching.
This guide is for recruitment agencies considering receiving requests as well as for referral partners who might supply them. We walk through the full mechanism: how a hiring request enters the marketplace, how it gets scored, what separates an exclusive mandate from a shared one, how to compare several providers active in the same category, and which Swiss data protection rules apply — with one specificity of recruitment: the request first concerns the hiring company's contact details, and the mandate then triggers the processing of candidate data, a separate and more sensitive matter.
How the recruitment leads marketplace works
On a marketplace, a hiring request follows a structured path: a company expresses a need (a role to fill, with its title, sector, contract type — permanent, fixed-term, temporary assignment —, seniority level and degree of urgency), the request gets tagged with the "recruitment" category, a business sector and a precise geographic zone, then it's offered to agencies active in that area. Unlike a single reseller handing you its own list, a marketplace aggregates several sources of requests under one roof — widening the available volume and letting you compare rather than depend on a single channel.
On the buyer side, a recruitment agency browses the dedicated category, picks its specialisation sectors, its coverage area and monthly volume, then receives matching requests as they come in. On the supply side, referral partners (job boards, partner forms, business associations and networks) feed the same category under shared quality rules — it's this double discipline, on both the hiring-demand and mandate-supply sides, that sets a real marketplace apart from a plain resold list.
- Every request specifies the role to fill, the sector and the contract type (permanent, fixed-term, temporary assignment), on top of the geographic zone.
- The marketplace aggregates several sources of hiring requests rather than a single opaque feed.
- The recruitment agency chooses its sectors, area and volume before receiving requests.
- Referral partners are themselves rated on the reliability of the mandates they submit.
Lead quality and scoring for recruitment
Every request entering the marketplace is assessed before being offered to an agency: validity of the Swiss phone number, coherence of the HR contact's business e-mail, a description of the need (role, sector, contract type, seniority, number of positions, urgency, any salary range indicated), and proof of a genuine intention to entrust a mandate — not merely to gather information. A recruitment lead is worth little if the company isn't ready to appoint a professional: these elements form a quality score that decides whether the request is passed on as is, enriched, or filtered out before it ever reaches an agency.
The difference from a single provider lies in scale: on a marketplace, this score also factors in the track record of the source that produced the request. A partner who regularly submits already-filled roles, non-decision-makers or companies that are "just looking" sees its flow downgraded, while a reliable source gains visibility. For a recruitment agency, this means the average quality of the requests received depends directly on how rigorous this scoring is — worth checking with any platform before signing up.
- Verified HR contact: valid Swiss phone number, active and coherent business e-mail.
- Need described precisely: role, sector, contract type, seniority, number of positions and urgency.
- Genuine intention to appoint an agency, not merely fact-finding, with consent tracked.
- Source track record factored in: a partner who submits already-filled roles gets downgraded.
Exclusive or shared mandate: how the marketplace arbitrates
On a marketplace, exclusivity isn't a hidden option — it's explicitly chosen by the recruitment agency when setting up its intake profile. An exclusive mandate is sent to a single agency only; a shared mandate goes to a limited number of agencies, disclosed in advance, who position themselves on the same request — never distributed without a cap. This transparency about the number of recipients is what separates a serious marketplace from a plain list resold multiple times with no traceability.
In recruitment, the nature of the role weighs on this trade-off: an urgent operational hire (hospitality, construction site, seasonal role) creates very strong intent, and the company often approaches several agencies in parallel — a shared mandate can still convert if the agency reacts fast and presents candidates quickly. On a strategic search (executive, rare profile, confidential role), the company usually prefers a single partner: exclusivity limits the overlap of candidates approached by several agencies and protects the confidentiality of the search. Many agencies start with shared mandates to evaluate the marketplace before moving to exclusive.
How to compare recruitment lead providers
Within the same category, several recruitment lead providers can coexist with very different practices. Before committing, it's worth comparing where requests originate (the platform's own form, verified partners such as business networks or chambers, or bulk-bought contacts with no traceability), the replacement policy when a mandate turns out to be invalid (role already filled, contact not a decision-maker), and how clear the pricing model is — per lead, per volume, or subscription-based.
A marketplace that works well is happy to share these details openly: average conversion-into-mandate rates observed per sector, how quickly a complaint is handled, the share of exclusive versus shared mandates. Be wary of a provider that won't disclose where its requests come from or offers no recourse when a mandate turns out to be dead: on a transparent marketplace, this information is part of the service, not an optional bonus.
- Declared origin of requests: own form, verified partners (business networks, chambers), never bulk contacts.
- Clear replacement policy when the mandate is already filled or the contact isn't a decision-maker.
- Conversion-into-mandate rates shared per sector, not just promised.
- Readable pricing (per lead, per volume, or subscription), with no hidden fees.
Legal framework: Swiss data protection on a recruitment leads marketplace
A recruitment marketplace involves three parties in data handling: the hiring company (its HR contact), the partner who collected the request, and the recruitment agency that receives it. The Swiss federal data protection act (nLPD) applies at every step: the HR contact must have given explicit consent to be contacted by a recruitment professional, and that consent must be traceable — not simply asserted by the platform. Recruitment adds a further layer: once the mandate begins, the agency will process candidates' personal data, a separate and more sensitive processing that falls under its own responsibility.
As the receiving agency, check that the marketplace can demonstrate the origin of consent (form, checkbox, timestamp) and that it holds its own providers to this standard, rather than just relaying data with no oversight. You remain responsible for how you handle the company's contact details once received, and then the candidate data collected during the assignment: keep them only as long as needed, inform the individuals concerned, and respect their right to opt out of further contact.
