All industries
Staffing & Recruiting Firms

More hiring manager conversations, less LinkedIn spam.

We call HR leaders and hiring managers in the industries you place into so your account managers walk into warm conversations.

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Typical deal size

$15k–$150k per placement / $5k–$50k retainers

Sales cycle

7–60 days

Where we focus

4 core use cases

Where outbound moves the needle

The plays we run inside staffing & recruiting firms.

  • Executive search firms
  • Industry-specialist staffing
  • Contract and contingent placement
  • RPO and embedded recruiting

What teams in this space actually struggle with

Honest assessment of the pipeline problems we hear every week.

  • Job orders dry up between cycles and recruiters sit idle
  • Hiring managers ignore generic LinkedIn outreach from agencies
  • Account managers spend too much time prospecting instead of placing
  • Competing on speed and quality requires a real BD channel, not hope

Who we get you in front of

Buyer personas we target inside qualified accounts.

Heads of Talent Acquisition / TA Directors
Hiring Managers in the function you place (engineering, sales, finance)
Chief People Officers / VPs of People
Founders / CEOs (for executive and early-stage searches)

How we build the list

Targeting is half the job. Here is the sourcing logic.

Hiring signals are the lifeblood: open jobs (LinkedIn, Greenhouse, Workable feeds), growth-stage funding, leadership changes. We target companies actively hiring the roles you specialize in, prioritized by urgency and headcount growth rate.

The openers that work here

Angles tested in production — not generic 'just checking in' scripts.

  • Specific open role you saw posted and a candidate angle
  • Function-level benchmark (time-to-fill, comp range) for their market
  • Reference a recent placement at a peer company

Our qualification bar

What has to be true before a meeting hits your AE's calendar.

  • Active or imminent hiring need in your function
  • Budget authority or direct line to it
  • Willingness to engage outside the existing PSL or open to adding one
  • Realistic comp range and timeline

Objections we handle on the call

Real pushback from buyers and how our SDRs respond.

"We have a PSL already."

Ask what's not working with the current vendors and offer to compete on a single hard-to-fill role.

"We use in-house recruiters."

Position as overflow / specialist support for the roles the internal team struggles with.

"Send your rate card."

Frame the conversation around the cost of a vacant seat — that's the real comparison, not your fee.

Services we run for this industry

The exact mix we typically deploy.

Cold calling to hiring managers and TA leaders
Open-job trigger campaigns
Reactivation of past clients and inactive accounts
LinkedIn outbound with function-specific angles
See full services

What good looks like

Benchmarks from pods we run in this vertical. Yours will vary.

  • 12–20 hiring manager conversations / month per pod
  • 30–50% of conversations surface a current or near-term role
  • Compounding pipeline — past calls become inbound 60–90 days later

Other industries we serve

B2B SaaS
Marketing & Creative Agencies
Consulting & Professional Services

Ready to fill your pipeline in staffing & recruiting firms?

Book a free strategy call. We'll review your offer, ICP, and whether outbound makes sense for your business.

Book a Free Strategy Call