---
title: "Playbook: Recruitment and staffing agencies"
description: "Win new recruitment clients by reaching hiring managers with open roles: hiring signals, multithreaded sequences and candidate teaser templates."
url: https://prosyo.com/docs/playbooks/recruitment-and-staffing/
section: "Playbooks"
updated: 2026-11-06
---

# Playbook: Recruitment and staffing agencies

**Win new client accounts by reaching hiring managers exactly when they have open roles, and place candidates faster.**

| At a glance | |
|---|---|
| **Best for** | Recruitment agencies, staffing firms, RPO, executive search |
| **Goal** | New client accounts and job orders |
| **Channels** | LinkedIn + email |
| **Plan** | Agency / Team for several recruiters |
| **Setup time** | About 45 minutes |

## Why it works

A job post means the company has a **budget, an urgent need and a named problem**. Roles open for 30+ days are the strongest signal: in-house hiring isn't working.

## 1. Find hiring signals

| Signal | Where | What it means |
|---|---|---|
| Role open 30+ days | LinkedIn Jobs, job boards | In-house hiring is struggling |
| Several roles in one function | Company careers page | A team is scaling fast |
| Funding announced | News, LinkedIn posts | Hiring budget is coming |
| New leader hired | Sales Navigator job changes | They'll build a team |

Put the role in a custom field, `hiring_role`, and the number of open roles in `open_roles`. Create both in **Settings → Custom fields** and fill them when you import a CSV. See [Hiring-signal outreach](https://prosyo.com/docs/playbooks/hiring-signal-outreach.md) for list building.

## 2. Reach the right person

| Company size | Contact |
|---|---|
| Under 50 | Founder or CEO |
| 50–500 | Hiring manager (the role's future boss) + Head of Talent |
| 500+ | Talent acquisition lead for that function |

Multithread: enroll the hiring manager and the talent lead in separate campaigns with different copy.

## 3. Hiring manager sequence

| # | Step |
|---|---|
| 1 | Visit profile |
| 2 | Connection request |
| 3 | If accepted (7 days) → continue if not |
| 4 | LinkedIn message 1 *(only people who accepted)* |
| 5 | If has email → end if not |
| 6 | Email 1 |
| 7 | Delay 4 days |
| 8 | Email 2: candidate teaser |

> **Important:** On **Sending & safety**, turn on **Cancel an invitation if not accepted till** with 7 days, the same as the wait in step 3. A LinkedIn message waits until the person accepts your invite. Once Prosyo withdraws the invite, the message is skipped and the emails still go out.

**Connection request**

```
Hi {{first_name|there}}, noticed {{company_name|your team}} is hiring a {{custom.hiring_role|new team member}}. I place {{custom.hiring_role|similar}} roles in [region] every month. Would be good to connect.
```

**LinkedIn message**

```
Thanks for connecting! How's the {{custom.hiring_role|search}} going? Most teams I work with find the best candidates aren't actively applying.
```

**Email 1**

Subject: `{{custom.hiring_role|Your open role}} at {{company_name|your company}}`

```
Hi {{first_name|there}},

I specialise in {{custom.hiring_role|this type of}} roles and currently have 2–3 strong, passive candidates who fit what you're looking for.

Want me to send anonymised profiles? No commitment.

{{sender.first_name}}
```

**Email 2: candidate teaser**

```
Hi {{first_name|there}}, one example: a {{custom.hiring_role|candidate}} with [X] years at [type of company], [key achievement], open to a move in [timeframe]. Happy to share the profile if useful.
```

## 4. Talent lead variant

```
Hi {{first_name|there}}, looks like {{company_name|your team}} has {{custom.open_roles|a few}} roles open. We support in-house teams on the hard-to-fill ones, only paid on placement. Is there a role you'd like help with?
```

## 5. Candidate outreach too

Use the same tool for candidates: import a Sales Navigator search of profiles for a role, and run a short sequence with the opportunity. Keep candidate and client campaigns separate, with different senders if you can.

## Metrics to watch

| Metric | Target |
|---|---|
| Acceptance | 30%+ |
| Reply rate | 10%+ |
| Replies → job orders | 20%+ |

## Common mistakes

- **Messaging after the role is filled.** Import new signals every week.
- **Talking about your agency.** Talk about candidates and speed.
- **Same copy for founders and talent teams.** Their priorities differ.

## Tools used in this playbook

[Hiring signals](https://prosyo.com/docs/playbooks/hiring-signal-outreach.md) · [Custom triggers](https://prosyo.com/docs/integrations/custom-triggers.md) · [Team seats](https://prosyo.com/docs/billing/team-seats.md) · [Reply templates](https://prosyo.com/docs/inbox/reply-templates.md)