Testimonial requests
A few days after a placement ends, send a satisfaction survey to the candidate. High scorers receive a Google review link; lower scores trigger a private recruiter alert so feedback is handled before it goes public.
How it runs
Timing tip: wait 3 to 5 days after the end date
Sending the survey immediately after a placement ends often feels rushed. A gap of three to five days gives the candidate time to decompress, reflect on the experience, and respond more thoughtfully. Set your anchor date to the placement End Date and configure the trigger to fire three to five days after. Avoid sending on weekends if your candidates work standard business hours.
Pair with the client-facing version
This recipe covers the candidate-facing survey. For the client-facing version — where you ask the Sales Contact to rate the candidate's performance and the agency's service — see the companion Service Rating Requests recipe. Both can run simultaneously on the same placement and reference each other in their follow-up content.
What you'll need
- Placements with an End Date set in Bullhorn, filtered to a status that confirms the placement has concluded (for example, Completed or Ended)
- A candidate survey using a Rating or NPS
Net Promoter Score. A metric used to measure customer satisfaction, loyalty, and enthusiasm. question type so the response can drive a branch
- Your agency's Google Business Profile review link (you will paste this into the follow-up email for high-scoring respondents)
- A Placement Owner assigned to each placement record so the recruiter notification reaches the right person
Build it
- 1
Create a candidate-based placement date automation
In the Automations tab, click + Add Automation and select Blank Automation. Choose Placement as the entity type and select Center on date field. Choose Candidate as the contact type. Give the automation a name and save.
- 2
Set the anchor date and trigger timing
Set the anchor date to End Date and configure the trigger to fire three to five days after the end date. This gives the candidate time to reflect before receiving the survey.
- 3
Build an Always Updated list
Set the list to Always Updated. Add condition: Placement Status equals your completed or ended status value. This ensures the automation only runs on placements that have genuinely concluded, not on active contracts or those ending early for other reasons.
- 4
Add a Send Survey step
Select your satisfaction survey. The survey step sends the link and the automation continues immediately; it does not pause and wait for a response before moving on. The branch step (added next) handles routing based on whatever response the candidate submits, whether that is seconds later or days later.
- 5
Add a Branch step based on rating
After the survey step, add a Branch. Configure two paths: one for candidates who give a rating of 4 or 5, and one for candidates who give a rating of 1, 2, or 3. Candidates who do not respond are not blocked and simply do not trigger either branch. If you want to follow up with non-respondents separately, build a second list using Has Not Taken Engagement criteria referencing this survey.
- 6
Configure the high-score branch
For candidates who rate their experience 4 or 5, add a Send Email step with a thank-you message and a direct link to leave a Google review. Keep the email short and warm: acknowledge the rating, thank them for the feedback, and make the call to action easy to find. See the sample email below for a starting point.
- 7
Configure the low-score branch
For candidates who rate their experience 1, 2, or 3, add a Send Notification step directed to the Placement Owner. Include the candidate's name and their rating so the recruiter has the context to reach out personally. Handling lower scores privately gives your team the chance to address concerns before they surface in a public review.
- 8
Save and activate
Test with a recently ended placement before activating at scale. Confirm that the survey sends at the right time, that the branch routes correctly based on a test response, and that the recruiter receives the notification on the low-score path.
Sample Google review request email
Use this for the high-score branch. Adjust tone and content to match your agency's voice.
Subject: Thank you for the feedback, [First Name]
Hi [First Name],
Thank you so much for taking the time to share your experience. We are glad the placement went well, and we really appreciate the positive feedback.
If you have a moment, we would love it if you could leave us a quick Google review. It helps other job seekers know what to expect when they work with us, and it means a great deal to the whole team.
[Leave a Google Review] (insert your agency's Google Business Profile review link here)
It only takes a minute, and we genuinely appreciate it.
Thanks again, and we hope to work with you again soon.
[Recruiter Name]
[Agency Name]
How to measure it
These metrics help you assess whether the automation is generating reviews and surfacing feedback at the right time:
- Survey response rate: the percentage of candidates who complete the satisfaction survey. Aim to improve this over time by testing subject lines and send timing.
- High-score rate: the percentage of respondents who rate their experience 4 or 5. A declining high-score rate is a signal worth investigating across teams, time periods, or client types.
- Review click rate: the percentage of high-scoring candidates who click the Google review link. This tells you whether the follow-up email is compelling enough to convert a positive survey response into a public review.
- Recruiter follow-up rate on low scores: how often the Placement Owner contacts the candidate after receiving a low-score notification. Closing the loop on negative feedback is as important as capturing the positive reviews.