Playbook: Recruitment and staffing agencies

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

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#

Put the role in a custom field, hiring_role, and the number of open roles in open_roles. See Hiring-signal outreach for list building.

2. Reach the right person#

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

3. Hiring manager sequence#

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#

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 · Custom triggers · Team seats · Reply templates