The agencies with the marketing budget win the inbound. The agencies that win on LinkedIn are the ones talking to the hiring manager the week the requisition opens. We run that outreach from your recruiters' own profiles.
Every recruiter opens with the same line about great candidates. The HR director has stopped reading. A message about the one role they are struggling to fill gets read.
When the desk is busy filling roles, nobody is prospecting. When the roles dry up, the pipeline is empty too. The cycle never breaks because the same people do both jobs.
A 20 to 100 person agency cannot match a national firm on ads and events. It can out-reach them one hiring manager at a time.
The opening message names a specific role family and the time-to-fill you typically hit for it. No candidate claims, no "we have a great network". The reply usually comes from the person who has that role open today.
A 20 to 100 person staffing agency kept losing deals to firms with much larger marketing budgets. We built lists of HR directors at mid-market companies, ran sequences from the recruiters' own profiles and handed the replies back with full context.
Representative of this client's results; individual outcomes vary by industry, targeting, offer and market conditions.
One ICP per desk: the industries, company sizes and titles that hire for the roles you place.
Profiles rewritten around the roles and the proof, so a hiring manager who clicks sees relevance, not a résumé.
A business-development sequence to hiring managers, and if you want it, a sourcing sequence to candidates, run on separate limits.
Book a call and tell us which desks need pipeline. We will map the ICP for each one on the call.