Measure what matters and win more business. This placement feedback form lets client contacts rate your staffing agency across candidate quality, communication, speed, and professionalism — with open-ended fields for specifics — giving you the service intelligence to retain accounts, win referrals, and identify gaps before they cost you a client.
Most staffing agencies lose clients not because of a catastrophic failure, but because of a slow accumulation of unaddressed friction — a candidate who was a skill stretch, a week's lag in communication, a coordinator who changed without introduction. The client never complained; they just moved to a competitor at the next opportunity. A post-placement feedback form is how you catch those signals before they become churn.
This template collects structured satisfaction ratings across the dimensions clients care most about: candidate quality, communication, speed of placement, and agency professionalism. The 1–5 scale with descriptive anchors makes ratings comparable across clients and over time — you can track average scores by account manager, by client industry, and by placement type to identify exactly where service delivery is slipping.
formformform makes it dead simple to deploy this survey. After each placement, send your client contact the form link with a brief email. There's no login required — they click, rate, and submit in under two minutes. Feedback lands in your agency leadership inbox immediately, creating a closed-loop process where every placement generates actionable service data.
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Click 'Use this template' to get the placement feedback form pre-built in your formformform account.
Customize the rating dimension labels if your agency uses different service quality categories — for example, add 'Compliance Support' for healthcare clients or 'Technical Screening Quality' for IT placements.
Set up email notifications to route to your client services manager or agency principal.
Build the form send into your post-placement workflow — schedule the feedback request 2–4 weeks after a worker starts, once the client has had time to evaluate the placement.
Create a tracking system — export submissions monthly and calculate average scores by account manager and client to surface patterns.
Share positive feedback scores with your team to reinforce strong service behaviors.
clients need time to actually experience the worker before they can rate candidate quality meaningfully.
this single question is your most actionable retention signal, and clients who say 'probably not' should trigger an immediate relationship recovery conversation.
knowing which client and account manager a rating came from is essential for coaching and account management; feedback that's completely anonymous can't drive action.
slow responses to negative feedback confirm the client's impression; a same-day call acknowledging the issue and committing to resolution can save the account.
individual placement ratings are useful, but cumulative scores by account manager reveal coaching opportunities and identify your highest-performing recruiting staff.
publishing quarterly satisfaction data in account reviews demonstrates commitment to service quality and gives clients the context that you're constantly improving.
The ideal timing is 2–4 weeks after the worker starts. This gives the client enough time to assess the placement quality — evaluating too early means the candidate hasn't had time to demonstrate their skills, but waiting too long reduces response rates.
The form is designed for one placement per submission. For clients with multiple active placements, send separate form links for each worker — the placed worker name and start date fields keep the responses organized.
Export your submissions monthly to a spreadsheet and average the rating fields by account manager, client, or placement type. Over time this creates a service quality trend line you can present in client business reviews and internal team meetings.
Yes, the form captures the client contact's name and email, so feedback is attributed. In the introduction, being transparent that feedback goes to the agency leadership team (not just the account manager being rated) tends to produce more candid responses.
Yes. You can edit the radio options for each rating question to use a 0–10 NPS scale, a letter grade scale, or any other rating system your agency prefers. Just update the descriptive label in the paragraph accordingly.
Yes. For gig and on-demand placements the timing is different — send the feedback request immediately after the shift or event concludes rather than waiting weeks, since the engagement is already complete.
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