We book qualified recruitment 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. Hiring cycles can run long, but reaching the right decision-maker doesn’t; 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 specific hard-to-fill open role the employer has actually named (a role that’s been open for months, a search they can’t close internally), not idle “we’re always hiring” curiosity. Hiring authority — a VP of HR, head of talent, or hiring manager who owns the requisition and can sign a fee agreement, not a coordinator collecting resumes. Active timeline — a live req with a start 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 — our reps work your specialties, not a generic script. Contingency, retained, and contract staffing; the roles you fill and the industries you serve; the difference between an employer venting about a tight market and one with a funded, hard-to-fill req. We tune the messaging and qualification standard to how you actually place people — not a generic “we do recruiting” pitch a head of talent tunes out.

We screen for it before you ever dial. An employer fishing for a few free resumes isn’t a recruitment meeting — it’s a disqualification. We qualify on a live open role, budget to pay a placement fee, and hiring authority, so your recruiters only talk to employers ready to engage — not someone mining agencies for candidates they’ll place themselves.

Solo desks and boutique agencies through national and multi-office staffing firms. The common thread isn’t headcount, it’s a selling motion: you need recruiters or account managers who can run a hiring conversation and win a fee agreement 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 target employer list, map your specialties and industry focus, train SDRs on your offer, and integrate with your ATS. 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 hiring industry, company headcount and growth stage, role type and seniority, open requisitions, in-house recruiting capacity, geography, and the signals that mean a search is live. The output is a tight employer list that fits your desk — 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, role complexity, and the industries you want to hit. Retained and executive-search targets cost more to engage; straightforward high-volume staffing plays cost less. We don’t publish a rate card because every agency’s desk and buyer 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.