For US staffing & recruiting firms
Your recruiters fill roles. We fill your client pipeline.
Done-for-you LinkedIn and cold email outreach that books your team into conversations with hiring managers at companies actively hiring in your specialty. Exclusive to your desk. Nothing resold to another firm.
Your client pipeline
LiveIllustrative. This is the activity a live campaign generates in your market.
The problem
Finding candidates was never the hard part
The constraint in staffing flipped. Firms that spent a decade building world-class sourcing operations now have no equivalent machine for finding clients, and the market noticed.
23%
now name finding new clients their number one challenge, up from 16% the year before
58%
of staffing leaders put client acquisition first on their 2026 priority list
42%
of agencies lost revenue last year. One in five of those lost more than 30%
3–4
vendors on the average roster, down from 8–12, as buyers consolidate
BD loses to delivery. Every time.
Ask a 360 recruiter to fill a req and win new clients in the same week and the req wins. It always does. It's the urgent thing, it's the thing that pays this month, and it's the thing they're actually good at.
So business development becomes whatever happens in the gaps. Two strong months, then a quiet one, then a scramble. Revenue looks like a sawtooth and everyone in the building knows why.
Even firms with a dedicated BD hire rarely have outbound. They have account management, networking, referrals and inbound. Ask them how many genuinely cold conversations they had last week.
Almost nobody in staffing has a systematic way to acquire clients. They have relationships, and they hope the relationships hold.
What we do
One thing, done properly
01
Exclusive to your desk
Every company we put in front of you is yours. Nothing gets resold to another staffing firm, in your specialty or your market.
02
You approve everything
Target lists, message copy, sequences. Nothing goes live under your name until you've signed off on it.
03
Screened before they hit your calendar
We qualify for live reqs in your specialty, whether they already work with agencies, and how long the role has been sitting open. You're not burning calls on companies that fill everything internally.
04
Two channels, one engine
Your sending domain has been doing high-volume candidate outreach for years, exactly the pattern the major inbox providers started rejecting. We keep client-side outreach on warmed infrastructure we manage, and on LinkedIn, which never touches your domain, so client acquisition isn't competing with your sourcing for deliverability.
The channels your buyers actually answer
36.5%
connection acceptance rate in staffing and recruiting, against a platform average of 28.5%
Staffing and recruiting has the highest connection acceptance rate of any industry on LinkedIn, 36.5%, against a platform average of 28.5%. Yet almost every outbound agency serving this market is built around a phone room.
We run both channels together, LinkedIn where hiring managers still reply, and cold email for reach across the whole market, so you're not betting the pipeline on one. Faster launches, no dialers, no burnt domains, and a conversation that lives where your buyer already checks.
Connect
A connection request and a first email to hiring managers and talent leaders in your specialty, no pitch attached.
Open the conversation
A short first message that references their open role and asks a question worth answering. Not a brochure.
Follow up like a person
Two to three touches over two weeks across both channels, each adding something, a market note, a relevant placement, a sharper question.
Book the meeting
Interested replies are qualified, then handed to your team with context, straight onto your calendar.
We don't do fifty industries
Most outbound agencies serving staffing firms serve eight, nine, or fifty other verticals alongside it. Their staffing page is a find-and-replace of their SaaS page.
We only work with staffing and recruiting firms. That means we know what a job order is worth to you, why a reposted role is the best signal on the board, and why nobody on your team wants to do BD.
How it works
Live in days, not quarters
One connected system, from the first market decision to the conversations on your calendar.
01
Scope your desk.
Your specialty, your geography, the roles you fill best, and the accounts you want opened.
Build and approve the list.
Companies hiring in your specialty. You review before anything sends.
02
Write and approve the copy.
Written for your firm, in your voice, referencing real open roles.
03
Outreach goes live.
Multi-touch LinkedIn and email sequences to hiring managers and talent leaders.
Meetings land on your calendar.
Screened, with context on what they're hiring for and how long it's been open.
04
Weekly reporting and iteration.
What sent, what replied, what booked, what we're changing.
Who this is for
We would rather tell you no on a first call than take a desk we can't move.
A good fit if:
- You place perm, contract, or both, and you sell direct to hiring managers
- Your growth comes mostly from referrals, repeat business and your own network
- Your recruiters are supposed to do BD and mostly don't
- You know what your average placement is worth
Not a fit if:
- Most of your work comes through MSP or VMS programs
- You're a solo desk without capacity to take new clients
- You already have a functioning outbound team and just want more headcount
- You want candidate sourcing. We only work the client side.
One client covers it
A single contract placement at a typical spread runs to roughly $60,000 in gross profit over a year. A single direct hire is $10,000 to $25,000, depending on salary.
You already know what a new logo is worth to your firm. That's the entire business case, and it's why we don't lead with a price.
Questions
Stop hoping the referrals hold
A short call. We'll look at your specialty, your target market, and whether outbound makes sense for your desk. If it doesn't, we'll say so.