A live req has a shelf life of about three weeks
By the time a job shows up in a bought list, the hiring manager has already picked their agencies. Reaching out on day two is a different conversation than reaching out on day thirty.
Lead Generation Built for Recruiting Firms
Your next retained search is already posted on a job board. We watch the market for the moment a company decides it needs to hire, find the person who owns that decision, and start a conversation on LinkedIn in your name.
No lists to buy, no SDR to manage. You get warm replies from hiring managers with a live req attached.
01 Req detected
Senior Backend Engineer
02 Decision-maker enriched
Dana Whitfield
03 Reply in your inbox
“We are struggling to fill that one, honestly. Can you send over what you have this week?”
Plugs into the tools your desk already runs
- Bullhorn
- Greenhouse
- Lever
- Ashby
- LinkedIn Jobs
- Workable
- Indeed
- Loxo
- JobAdder
- HubSpot
- Google Sheets
- Slack
The problem
Business Development is the part of the desk that always gets dropped.
Not because recruiters are bad at it. Because delivery is urgent and BD is important, and urgent wins every week.
You are one of forty recruiters in that inbox
Every firm sends the same template on the same day. Without a specific reason for the message, the message is noise, and the hiring manager learns to ignore the channel.
Referrals are wonderful and they do not scale
Most firms we speak to have a pipeline built entirely from relationships. It works until a good client goes quiet, and then there is nothing behind it.
Hiring an SDR moves the problem, it does not solve it
A salary, a ramp, a manager, and a tool stack, before the first meeting is booked. And the SDR still needs someone to tell them which company to call today.
How it works
One pipeline, five stages, running every morning before you open your laptop.
We build it inside your accounts, in your voice, on your criteria. You review the targeting in week one and then you mostly just answer replies.
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01 Signal
Watch the market
We poll job boards, company career pages, and ATS-hosted boards every day and record every new req in your niche.
- LinkedIn Jobs, Indeed
- Greenhouse, Lever, Ashby boards
- Direct career pages
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02 Qualify
Cut it to what you can place
Your criteria decide what survives: role family, seniority, location, headcount, funding stage, agency history.
- Role and seniority filters
- Company size and geography
- Excluded accounts honoured
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03 Enrich
Find who owns the req
For each qualified company we identify the hiring manager or TA lead, verify the profile, and dedupe against your CRM.
- Decision-maker identified
- Profile verified, not guessed
- Suppression list applied
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04 Sequence
Open the conversation
Connection request, then a short message referencing the actual role, then two follow-ups. Human pacing, from your account.
- Sent from your LinkedIn
- Daily limits respected
- Copy approved by you first
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05 Hand off
Replies reach a human
Positive replies are routed to you with the req and company context attached. Everything else is filed and retargeted later.
- Slack or email alert
- Req attached to the reply
- Logged to your CRM
The plays
Recruiting has three sides. The same machine works on all of them.
Most firms start with the first one. The other two open up once the pipeline is running and you want more from the same data.
Play 01
Where we start
Clients for your desk
We find companies actively hiring in your niche, identify the hiring manager or TA lead who owns the req, and open a conversation about the role they are already trying to fill.
You are not pitching recruitment services in the abstract. You are asking about a specific job that is costing them money today.
Fits you if
- You place into roles that get publicly posted
- You have delivery capacity you want to fill
- Your pipeline is mostly referral and repeat business
Candidates on demand
Run the pipeline in reverse for a live search. We build the candidate universe from a job spec, verify it, and run the outreach so your consultants only speak to people who already said yes to a conversation.
- Spec → search criteria → shortlist
- Screening questions in the sequence
- Interested replies pushed to your ATS
Reverse outreach
For firms with a strong bench or a talent community. We take the candidates you want to place and introduce them, by name and by skill set, to the companies whose open reqs match.
- Candidate profile → matching live reqs
- Warm intro to the hiring manager
- Doubles as client acquisition
What goes out
Messages a person would actually answer.
Every message references something real: the req, the team, the timing. We write the first drafts, you approve them, and nothing sends until you are happy with how it sounds.
What we are not
It is worth being clear about what you are buying.
Not a data vendor
A list is a snapshot of the past. We are watching for a change in state, which is the only thing that makes an outbound message timely.
Not a tool subscription
Nobody on your team logs into anything new. We operate the system and you get the replies. If it stops working, that is our problem to fix.
Not an SDR replacement pitch
If you already have a strong BD team, this feeds them. The system decides who to contact and why; a human still closes the meeting.
Sources & connections
Where the signal comes from, and where it lands.
We work with whatever you already run. If your CRM is a spreadsheet, that is fine too.
Job signal
- LinkedIn Jobs
- Indeed
- Greenhouse
- Lever
- Ashby
- Workable
- Career pages
Enrichment
- Firmographics
- Headcount trend
- Funding events
- Profile verification
Delivery
- Sender fleet management
Your stack
- Bullhorn
- Loxo
- JobAdder
- HubSpot
- Google Sheets
- Slack
Pricing
Engagements start at $4,500 per month.
There is a one-time build fee for the first pipeline, which covers targeting, message development, and account setup. After that it is a flat monthly retainer.
No per-lead pricing and no placement fee. We would rather be judged on the quality of the conversations than paid by the volume of them.
Get a scoped numberEvery engagement includes
- Targeting workshop and niche definition
- Daily job-signal monitoring and qualification
- Decision-maker enrichment and verification
- Message development and approval cycles
- Sequence operation and inbox monitoring
- Weekly reply digest and monthly review call
Questions
The things people ask on the first call.
Yours. Messages come from the consultants who will actually take the call, which is the whole reason the reply rate holds up. We connect the accounts securely and stay inside normal daily limits so nothing gets flagged.
We track how long a req has been live, whether it has been reposted, and whether the same title has sat open for months. Postings that look like permanent pipeline ads get filtered out before they reach a sequence.
You give us a suppression list in week one, and we check every qualified company against it before enrichment. You can add accounts at any time and they are excluded from that morning onward.
We do, in your voice, and you approve every line before anything sends. After the first month we bring you rewrites based on what is actually getting replies.
Sequences go live in week two, and first replies usually land within a few days of that. Week four is where we review what landed and tighten the targeting.
Sometimes. The mechanism works anywhere there is a public signal that a buying decision has been made. Recruiting is where we are strongest, so tell us the signal and we will say honestly whether we can watch it.
Next step
Tell us the roles you place. We will show you who is hiring for them this week.
Twenty minutes, no deck. We will walk through your niche, pull live reqs while we talk, and tell you honestly whether this is a fit.
First 30 days
- Week 1
- Targeting workshop and account setup
- Week 2
- Message drafts approved, first sequences live
- Week 3
- Replies in your inbox, targeting tightened
- Week 4
- Review of what landed, second play scoped