DAYS 1–3001
Prove one useful workflow
Select one employer cohort. Validate the actual CRM and ATS boundary, then baseline job-order handoffs and weekly quality actions.
Agreed baseline + working pilot
Connect employer discovery, recruiting handoffs and weekly service feedback in one commercial account plan.
Harvard Resource Solutions serves employers through contract, contract-to-hire and direct-hire staffing. Its stated weekly quality checks provide a natural starting point for an employer relationship workflow that connects hiring-manager expectations to reviewed service follow-up.
Verified commercial model. HRS describes multiple staffing models and relationships with employers and candidates, with operations based in Troy, Michigan.
An existing practice to build on. The firm's about page describes weekly quality checks. A useful hypothesis is to connect those conversations to accountable employer-service actions, rather than create another reporting task.
Research and assumptions ↓Proposed Dynamics 365 Sales relationship workflows and Copilot Studio agents under human management and control. Actual Dynamics modules remain unverified.
| Employer commitment | Actions | Next step | Signal |
|---|---|---|---|
| Hiring-manager expectations | 1 | Confirm service brief | Review |
| Account manager | 1 | Owner assigned | Active |
| Review checkpoint | 1 | Confirm completion | Review |
A fictional hiring manager has described a vacancy but has not confirmed the service expectations.
Review the role requirements, service scope and next decision with the employer before the recruiting handoff.
Employer-approved briefs
Human review required. No automated outreach.
Employer-stated hiring need
Service scope and expectations
Approved job-order context
Weekly quality conversation
Employer-confirmed future needs
Start with one team and one useful outcome. Establish a baseline, deliver the pilot and hand ownership to your people.
Select one employer cohort. Validate the actual CRM and ATS boundary, then baseline job-order handoffs and weekly quality actions.
Pilot manager-reviewed account briefs, mutual next steps and service follow-up. Keep candidate evaluation and employment decisions in the established recruiting process.
Review employer feedback and action completion. Coach account managers, document ownership and hand the cadence to the sales and service leaders.
Targets follow the baseline. Data access, licensing and feasibility need validation.
I combine revenue leadership, Challenger selling and agents under human management and control to turn account insight into useful action.
I work with a handful of clients, own a focused outcome and leave your team able to sustain it. We establish the operating rhythm, measure progress and hand it over to your people.
15-minute call (free) → Revenue POV (free) → 30-Day Revenue Sprint (fixed fee) → Fractional CRO / Interim VP Sales (from $10K/month).
Dynamics 365 Sales, Dynamics 365 Customer Service, Dynamics 365 Customer Insights, Microsoft 365 Copilot, Copilot for Sales, Copilot Studio, and custom agents under human management and control. We validate the relevant products and existing licenses before proposing implementation.
Start with 15 minutes. If there is a clear fit, agree one focused outcome.
HRS's internal Dynamics CRM use is unverified. Microsoft Dynamics listed among accounting candidates' ERP skills does not establish HRS's own technology. This is an employer relationship concept, not ATS replacement, candidate scoring or an ERP implementation.
Proposed Dynamics 365 Sales relationship workflows and Copilot Studio agents under human management and control. Actual Dynamics modules remain unverified.
Research reviewed October 16, 2026. Company facts are sourced above. CRM designs are Agilidy hypotheses, not claims of a broken system or promised returns.