Gaining Visibility Into Revenue-Generating Activities with Prodoscore

Cannon Jeffries Search Group is a direct hire recruiting firm specializing in skilled trades and professional talent. With a distributed team responsible for high-volume outreach, the company needed meaningful insight into how daily activity translated to placements and revenue. Prodoscore gave them a way to see clearly, coach precisely, and build a culture of accountability that employees embraced rather than resisted.

The Challenge: Visibility Into a Remote Recruiting Team

When Cannon Jeffries’ leadership made the decision to implement Prodoscore, the primary goal was clear: gain meaningful transparency into how a distributed team was spending its time. For a recruiting firm, the connection between daily activity and revenue is direct. Calls get made, candidates get placed, and revenue follows. Without insight into those day-to-day workflows, identifying bottlenecks or catching performance gaps before they compounded was difficult.

Kristin Henning, Vice President of Talent Acquisition at Cannon Jeffries, explains what leadership was looking for. The team needed a way to see into what recruiters were actually doing each day, not just what outcomes they were reporting, so managers could coach more effectively and connect activity to results.

“We wanted to see the activities that actually drive revenue — the outreach, the calls, the time spent on the right things. We needed that visibility before we could do anything about it.”
— Kristin Henning, VP of Talent Acquisition, Cannon Jeffries Search Group

The Solution: Prodoscore’s Productivity Intelligence Platform

Cannon Jeffries implemented Prodoscore to surface activity data across its team’s existing tools, giving leadership a clear view of how time was being spent relative to the activities that drive placements. The platform created a layer of accountability that previously didn’t exist, and it did so in a way that was visible to employees rather than hidden.

Rather than framing the rollout as oversight, leadership positioned Prodoscore as a tool that could benefit employees as much as managers. Recruiters who were putting in the work would have data to back that up. Those who were struggling would receive coaching earlier, before small issues became larger performance problems.

Key Results and Benefits

Productivity Became Measurable — and a Motivator: One of the more unexpected outcomes was the way Prodoscore’s scoring system changed the culture around performance. The platform introduced a consistent, measurable way to track individual activity, and employees responded to it competitively. Recruiters became invested in their own scores, checking in on their numbers and pushing to improve. What started as a management tool effectively became a self-accountability mechanism for the team.

Employee Adoption Came Faster Than Expected: Initial hesitation among staff was natural. Any new tool that surfaces individual performance data will raise questions about how that data will be used. As employees experienced the platform and understood that the data was being used to support them rather than evaluate them punitively, that hesitation faded quickly. The transparency of the scoring, combined with leadership’s consistent coaching posture, built trust in the process over time.

“Once the team understood it was there to support them, not watch them, they took ownership of their own scores. That shift happened faster than I expected.”
— Kristin Henning, VP of Talent Acquisition, Cannon Jeffries Search Group

Data-Driven Coaching with ATS Integration: The integration between Prodoscore and Cannon Jeffries’ applicant tracking system gave managers a more complete picture of performance. Activity data from Prodoscore could be viewed alongside placement outcomes in the ATS, making it easier to connect the dots between behavior and results. When a recruiter’s numbers were low, managers could see whether the issue was a lack of activity or a quality problem in how that activity was being executed. That distinction fundamentally changed how coaching conversations happened.

Visibility Into Revenue-Driving Activity: For a staffing firm, the revenue-generating activities are well-defined: outreach calls, candidate submissions, client conversations, and follow-through on active searches. Prodoscore gave leadership the ability to see exactly how much time the team was spending on those high-impact activities versus lower-priority tasks. That visibility directly informed how managers prioritized coaching time and how they evaluated individual performance against team benchmarks.

“Prodoscore gave us the ability to tie daily activity directly to revenue outcomes. When you can see what your best performers are doing differently, you can build a playbook around it.”
— Kristin Henning, VP of Talent Acquisition, Cannon Jeffries Search Group

A Foundation for Smarter Performance Management

Cannon Jeffries’ experience with Prodoscore reflects what many staffing and recruiting firms discover once they have reliable productivity intelligence in place: the value goes well beyond knowing who is working and who isn’t. It creates the foundation for more informed conversations between managers and their teams, faster identification of training needs, and a clearer connection between daily behaviors and business outcomes.

For Kristin and the Cannon Jeffries team, Prodoscore turned performance management from a reactive exercise into a proactive one, and that shift has made a measurable difference in how the team operates.

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