For talent acquisition and client-side BD
Two outreach lanes
for two very different conversations.
Recruitment and staffing firms run two outbound motions at once: candidate generation and client acquisition. Conflate them on the same domains and both degrade. We run them on separate lanes so each can scale on its own merits.
Where pipeline leaks
Three things recruiters & staffing teams keep doing wrong.
One inbox, two audiences
Candidate and client outreach run from the same domains. The first burned domain takes both lanes down at once.
Templated openers, reflex deletes
"I came across your impressive profile" copy is recognised in 1.5 seconds. Senior candidates and hiring leads don’t reply to it.
Volume mistaken for strategy
Bigger lists do not mean more placements. Sharper segments — by function, sector and stage — produce far higher response from far fewer touches.
The runbook
Four steps we run end-to-end.
Same engineered process across every campaign, calibrated to recruiters & staffing buying behaviour rather than a generic SaaS playbook.
- 01
Define the two ICPs cleanly
Candidate and client get separate definitions, separate data, separate copy. We refuse to merge them because the moment you do, both lanes start sounding generic.
- 02
Set up isolated infrastructure per lane
Separate domains and mailbox pools for candidate and client outreach. A misstep on one lane never touches the other.
- 03
Write outreach a recruiter would actually send
Sequences drafted by people who understand recruitment, reviewed by your senior team before launch. No clichés. No "I noticed your impressive background." No filler.
- 04
Hand replies back fast
Positive replies are routed to your team within the hour. Soft "not now" replies are tagged for re-engagement. Hard "no" replies are suppressed permanently.
Sample sequence
A typical client-BD sequence shape
- 01Day 1 — Specific opener referencing a verifiable trigger event (funding, leadership change, new office, public hiring plan).
- 02Day 4 — Short follow-up with a single hypothesis about why hiring is currently hard for them.
- 03Day 9 — Value-led message: a relevant placement we’ve made or a piece of market data they can use.
- 04Day 14 — Brief breakup that leaves the door open and asks for the right contact if it isn’t them.
Candidate sequences are gentler — typically two messages, two weeks apart, framed as a peer outreach not a recruiter pitch.
Matched case study
What this looks like once it’s running.
Scaled weekly sends from 500 to 5,000 without losing a domain
A specialist recruitment firm with overlapping candidate and client outreach. We split the lanes, rebuilt the infrastructure, and held a 3.8% reply rate while the volume went up tenfold.
Read the recruitment case studyFAQ
Three questions we get most often.
Do you work with retained or contingent firms?
Both. The operating model is the same; the messaging is different. Retained firms tend to lean harder on credibility and partner positioning, contingent firms harder on speed and specificity. We adjust copy accordingly.
Can you reach passive senior candidates without burning our brand?
Yes. Candidate outreach runs on isolated infrastructure under separate domains, so even an aggressive cadence to senior talent can’t affect the client-side lane or your firm’s primary domain.
How quickly can a new specialist desk be live?
Fourteen days from signed agreement to first sends. We can run a single new desk as a pilot before scaling across the firm.
Pipeline that doesn’t come at the cost of your domain.
Book a 30-minute call. We’ll review what you’ve tried, what’s working, and where the next pipeline can come from.
Book a discovery call