Placement Intelligence for Recruiters
Signal Detection·MPC Marketing·Candidate Sourcing·Outbound Campaigns
Who’s This For
Built for
Staffing Desks.
Made for recruiters who need pipeline beyond the people they already know. If any of these sound like you, it’s built for you.
THE NEW DESK
You're launching a new vertical or territory where you don't have years of client relationships. You need to map who's hiring, instantly.
THE PROMOTED RECRUITER
You've been handed a new desk and need pipeline from zero. You can't spend six months 'networking' before you bill.
THE TOOL FATIGUE
You have three data subscriptions and you're still sourcing by hand. You want one curated feed that actually works.
THE MANUAL SOURCER
You've got 15 job-board tabs open and a spreadsheet of maybe-hiring companies. We automate that entirely.
THE IDLE DATABASE
You have hundreds of great candidates in your ATS going stale. You want them marketed to companies hiring, not forgotten.
THE NEW HIRE
You're bringing on junior recruiters and want them talking to clients, not researching who's hiring.
THE COMPETITOR WATCH
You want to know which companies are hiring in your space before every other recruiter is already calling them.
THE REFERRAL CEILING
Your pipeline is capped at who you already know, and referrals dry up when your client contact leaves.
THE MARKET DEFENDER
You're established but need to stay ahead of the national firms moving into your space.
The Problem
Great at placements. Terrible at predictable pipeline.
Your Pipeline Runs on Hope
Revenue is unpredictable when growth depends on referrals, word-of-mouth, and hoping the phone rings.
You're the Bottleneck
You're the recruiter AND the sales team AND the marketing department. Every hour on BD is an hour not placing candidates.
Leads Go Cold
An interested hiring manager replied 3 days ago. Nobody followed up. That's a placement fee that walked away.
You Don't Know Who's Hiring Until It's Too Late
By the time you find out a company has an opening, three other agencies already called.
The Systems & Flywheel
A pipeline partner, not another data feed.
We cover both sides of the desk: the jobs and the candidates. Not a spreadsheet and a good-luck. Finished records that make the meeting almost book itself.
The Recruiting Flywheel
We find the jobs and the candidates to fill them. You take the meetings.
We cover both sides of the desk, the jobs and the candidates. Each turn feeds the next, so the pipeline compounds while all that’s left for you is the human part.
The Flywheel · Up Close
Inside each stage of the loop.
Signal Intelligence is the foundation: who’s hiring and who to contact. MPC Marketing, Candidate Sourcing, and Outbound Campaigns are the white-glove service we run on top of it. Click any stage for the full breakdown.
We don’t pull a list. We scrape the open web wherever your ideal client actually congregates (job boards, company sites, filings, news, social), and the sources are tuned to your desk. That gets curated down to the specific companies worth working and the verified decision-maker to contact at each one. A clean, current source of who to contact, at what company, and what to say. Refreshed daily.
- ✦Scraped across every source your ICP congregates on, not one list
- ✦Curated to the companies actually worth working
- ✦The verified decision-maker to contact, not just a company name
- ✦The angle: what to say and why they’ll take the call
Want the outreach run on it too? That’s the white-glove layer below.
Reverse the motion. Market the people you already have. A resume-matching system: you submit a candidate, and we match them against the companies we’ve scraped that are hiring that profile, in the location that candidate actually wants to work. Then we surface the verified decision-maker at each one.
- ✦The resume, matched against companies hiring that profile
- ✦Filtered to the location the candidate wants
- ✦Scored on background, level, and industry fit
- ✦The verified decision-maker to pitch them to
The talent that isn’t applying. We pull off-market and passive people in the area, then score and shortlist them against the actual search requirements: education, skills, specialties, and experience. You get a shortlist, not a database dump.
- ✦Off-market and passive talent, not active applicants
- ✦Sourced in the area the search is for
- ✦Scored against education, skills, specialties, experience
- ✦Delivered as a ranked shortlist, into your CRM
Outbound Campaigns, run for you.
Everything above is yours to work. If you’d rather not, we work it. We run the outbound on any of the three: the companies hiring from Signal Intelligence, the MPC pitch for a candidate you want placed, or the outreach to the off-market people we source. We already have the infrastructure, the copy, and the reps. Multi-step email and LinkedIn, replies routed straight to you. You take the meetings.
Results
Pipeline built outside the network.
Every result below came from a company the recruiter had no relationship with, and no way to reach before we turned the system on.
$683K+
In placement pipeline generated for clients
Case Studies
Jessica
Finance Recruiting
$86K
in fees, first 90 days
Problem
She ran LinkedIn outreach only, through a previous agency, with no hiring signal behind it. Just any decision-maker in a finance or accounting leadership role.
Solution
We moved her to email and signal intelligence: the finance companies actually hiring, reached through the real function and department heads, not HR. Then we ran the outreach.
Result
$86K in placement fees inside the first 90 days, all from companies she had no relationship with.
Austin
Construction Recruiting
48 hrs
to a signed agreement at launch
Problem
He found work the same way everyone else did, manually off the job boards, landing roles three other agencies were already chasing.
Solution
We sourced the signal before it hit the boards: building permits, awarded contracts, and municipal and government award data, contact and opener attached.
Result
A signed agreement within 48 hours of launch, on a search no other agency had seen yet.
David
Real Estate & Development
2 → 10
meetings booked / month
Problem
He was doing everything himself and stretched thin, burning hours every week hand-building lists instead of selling.
Solution
We automated his outreach and put the intelligence at his fingertips: who to reach, with everything in his CRM ready to work. He spent his time on conversations and matching his candidates to the right roles.
Result
From a couple of meetings a month to eight to ten every month. Eleven search agreements signed in six months, $164K placed.
Carla M.
Healthcare Recruiting
2 weeks
to first placement after launch
Problem
She was stuck with a previous agency running spray-and-pray cold email, getting almost no conversations. The real problem was reaching the right people at scale.
Solution
We built her an outbound engine, intelligence plus outreach, focused on private-practice healthcare systems.
Result
Her first placement landed within two weeks of launch, a $19K fee, from a system she had never spoken to.
THE SYSTEM COMPOUNDS
IT NEVER SHIPS THE SAME MISS TWICE
A lead list decays. This appreciates.
A list is worth the most the day you buy it and less every day after. This runs the other way. We keep sourcing fresh leads, re-scraping the LinkedIn profiles behind them, and pushing the enriched data into your system, connected to your ATS, so every record gets richer instead of going stale. And every one you work feeds back: what you took, what you killed, what turned into a fee. It reads those outcomes, corrects the sources it pulls from, and retunes the scoring against your desk.
It is self-correcting by design. A bad record is not a defect, it is training data. By batch four you are working intelligence that exists nowhere else, because nobody else has watched your desk this closely for this long.
Match quality
illustrative
The Protocol
How it works.
We do the digging. You focus on the conversations.
A Quick Conversation
A real conversation about your desk: who you need to reach, what you need done, and where the bottlenecks are, across intelligence, candidate sourcing, MPC matching, and client acquisition. Not a template. We use the call to design a pilot built around how you actually work.
We Build, You Approve
Within 48 hours of sign-off we start wiring: setting up the system, calibrating the scoring, and building your feeds. You review the plan and sign off. Your outreach is live inside the 30-day sprint.
It Runs, and Gets Sharper
The system goes live. You get finished opportunities, we run the outreach, and it improves every week from your feedback.
We work on a prove-it basis. In 30 days we tune the system, deliver your first batch of verified opportunities, and get the outreach live, so you judge it on booked conversations, not a promise.
We’ll do the digging for you.
FAQ
Common Questions
Whatever gets you over the hurdle you're actually stuck on. If you need more clients, you get the companies hiring the roles you place and the verified decision-maker to contact. If you're sitting on talent you want placed, you get the companies hiring that exact profile in the location your candidate wants. If you can't fill a search, you get a scored shortlist of off-market people who aren't applying anywhere. Take one, take all three. And you decide whether you work it or we do.
Yes, we can. We'll run the campaigns end to end: the sends, the follow-ups, the replies routed straight to you. Or we set you up so your own outreach is more effective and you keep sending it yourself, with the infrastructure, the copy, and the intelligence underneath it. Done-for-you or built-for-you. We support both models.
Typically two to five contacts per company that's hiring. These are the people who can actually engage you: the head of the function, someone in the C-suite, or a person directly tied to that specific search. Not a general inbox, not a name off a list.
Yes. We push data directly into HubSpot, Salesforce, PCRecruiter, and Bullhorn. The goal is to make the data actionable inside the stack you already work in, not to give you one more login to check.
Several ways. You can set up multi-user access to the portal so the whole desk works the same records, and you can export any of it as PDF or CSV. It goes wherever your team already works.
Ready to Hit the Redline?
A desk that fills itself. Companies hiring your roles, the person to call at each one, and your best candidates already in front of the people who want them, every morning, without you chasing any of it.
Thirty days. You judge it on booked conversations, nothing else.