New client logos for recruiting firms, every month.
Recruiting is the perfect category for outbound — buyers have an obvious trigger (open headcount) and a clear pain (time-to-hire). We run the campaigns that put your firm in front of them at exactly the right moment.
What stops most recruiting firms from winning at outbound.
Most recruiting outbound looks identical: 'we have great candidates'. The buyers ignore it. The fix is trigger-based timing — emailing when a role just opened and the in-house TA team is already overwhelmed — and proof of placements at peer companies.
We map every seat at the table for recruiting firms.
- Head of Talent Acquisition (commercial buyer)
- Hiring Manager (urgency driver)
- VP People / CHRO (above 5 open roles)
- Recruiting Operations (multi-vendor managers)
Timing turns a 4% reply rate into 18%.
- Public job posting active for 30+ days (urgency signal)
- Headcount growth signal (5+ active reqs)
- New VP People or CHRO hired
- Layoff in adjacent industry (talent-supply opportunity)
- Funding round driving new hiring
A peek inside a real recruiting firms sequence.
- {{role}} role at {{company}} — 3 candidates ready
- {{first_name}} — open req benchmark
- noticed the {{ceo}} hire — talent thought
Hi {{first_name}} — noticed {{company}}'s {{role}} req has been open 38 days. We placed three candidates into similar roles at peer companies in the last 60 days. Worth a 10-minute look at the bench?
TalentForge (executive search firm)
22 new client discovery calls per month. 8 retained searches signed in the first 90 days, $410K in fees closed.
“Outbound was always our weakness. This finally fixed it without making us look spammy.”
Transparent pricing, no surprise add-ons.
Entry-level engagement, single-channel cold email.
Full-stack engagement: email + LinkedIn + reply handling.
One-time infrastructure, warm-up, ICP workshop.
Common questions for recruiting firms.
Can you target by specific job functions or seniority levels?
Yes. We typically slice campaigns by hiring-manager function (engineering, sales, marketing) and seniority (director+, VP+, C-suite) so each sequence speaks the right language to the right buyer.
How do you handle the dual-side nature of recruiting (clients vs candidates)?
We run client-side campaigns only. If you also want to source candidates via outbound, that is a separate program with its own infrastructure to keep the two from cross-contaminating.
What if our specialty is very niche (defense, healthcare leadership, etc.)?
Niche is an advantage in outbound. We build smaller, sharper lists and write copy with the specific vocabulary of that niche. Our most niche client (medical-device CFO search) runs reply rates above 22%.
Last reviewed: April 12, 2026. Pricing and benchmarks update quarterly.
Want a 90-day plan tailored to recruiting firms?
Book a 30-minute strategy call. You leave with a custom playbook even if we never work together.
Ready to see what our outbound engine can do for you?
Book a 30-minute strategy call. We will tell you honestly if we can help.