Industry

B2B lead generation for staffing and recruitment agencies

Job boards and inbound produce candidates, not clients. Business development gets squeezed out by delivery every single week. Hiring signals are public. Every open role is a timed, verifiable reason to contact a company, which makes outbound in this sector unusually efficient.

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Typical sales cycle
14–60 days
Deal size we see
15–25% placement fees
Meetings booked overall
1,000+

Why outbound works for staffing and recruitment agencies

Hiring signals are public. Every open role is a timed, verifiable reason to contact a company, which makes outbound in this sector unusually efficient.

The problem we usually walk into

Job boards and inbound produce candidates, not clients. Business development gets squeezed out by delivery every single week.

Triggers we build campaigns around

For this sector the highest-converting openers reference new job postings, roles reposted after 30+ days, funding rounds, team leadership changes, office expansion. Each becomes a data field, and each field becomes a first line that could only have been written for that one account.

Who we target

  • Head of Talent Acquisition
  • HR Director
  • Hiring Managers
  • COO
  • Founder

How the campaign runs

  1. 01

    Segment

    Accounts matching your best staffing & recruitment customers, scored by fit.

  2. 02

    Signal

    Timing layer built from new job postings and related events.

  3. 03

    Sequence

    LinkedIn plus email touches written per persona in the buying committee.

  4. 04

    Book

    Live reply handling, qualification and calendar booking with confirmations.

Tools for this workflow

Questions and answers

Can you target companies hiring right now?
Yes — live job-posting data is the core trigger for these campaigns.
Do you also do candidate sourcing?
Our focus is client acquisition, not candidate pipelines.

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