We book qualified HR services conversations every week.

Outreach starts in week one. List build, messaging, and account research finish during onboarding, so day one of the engagement is dialing day — we don’t ramp by quarter. HR is a considered buy, but reaching the right leader isn’t slow; first qualified appointments typically land in the first weeks, with steady cadence building from there. You see meetings on the calendar before most agencies have finished their kickoff deck.

Three-point standard, and all three must be met. Verified need — a named HR problem or a live mandate the employer has actually committed to, not idle curiosity. Budget authority — a Chief HR Officer, VP of People, or business owner who controls the spend, not a coordinator comparing quotes. Active timeline — a live initiative with a date attached. Anything short of all three doesn’t make your calendar. Most agencies count any form-fill with a pulse as a “lead.” We don’t.

Yes — and we know the distinction most lead-gen firms miss: a full HR partnership is not a one-off payroll quote. Benefits, multi-state compliance, talent acquisition, HRIS, the line between a point fix and a function an employer runs on. We tune the messaging and qualification standard to your service model — not a generic “we do HR” pitch an HR leader tunes out.

We screen for it before you ever dial. A company shopping for one cheap payroll rate isn’t an HR services meeting — it’s a disqualification. We qualify on headcount, the HR problem, and who owns the budget, so your team only talks to employers whose HR needs actually justify a partner — not a commodity quote dressed up as a project.

Boutique HR consultancies through national HR outsourcers and PEOs. The common thread isn’t headcount, it’s a selling motion: you need people who can run a scoping conversation and win an engagement once qualified meetings hit the calendar. If you’re earlier-stage without that in place, we’ll tell you upfront.

Onboarding runs five to ten business days from kickoff. We use that window to build the employer target list, map your service model and industry focus, train SDRs on your capabilities story, and integrate with your CRM. Most of it compresses into two or three short working sessions, so your time stays minimal. Messaging gets iterated weekly through the first month off real call data — what’s landing, what isn’t. The point is to sound like your team, not another agency reading a script.

Yes, and targeting goes deeper than industry alone. We layer buyer industry, employee headcount and growth, multi-state footprint, current HR setup and systems, geography, and the signals that mean an HR need is live. The output is a tight employer list that fits your service model — not a generic company pull from a list vendor. Sloppy targeting is the single biggest reason outbound campaigns underperform. We fix it before week one.

Monthly retainer, scoped to your target volume, engagement complexity, and the industries you want to hit. Enterprise-employer targets and long buying cycles cost more to engage; straightforward mid-market plays cost less. We don’t publish a rate card because every HR firm’s service model looks different, and a flat price would either overcharge half our clients or undercharge the other half. Book the assessment and you’ll get a written scope and quote within 30 minutes of the call.