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OUTBOUND
Pipeline you can plan around
Low volume, high intent, inboxes that actually land.
GTM BrainFOR OUTBOUND
SEND 01SEND 05
It gets sharper with every reply it reads.
FOR STAFFING AND RECRUITING

Two markets to win at once.
Most systems only serve one.

You sell to clients and you recruit candidates, and the same week has to do both. We build the system for both sides of the desk.

BOTH SIDES OF THE DESKCLIENT DEMANDhiring signalstarget accountslive roles wonCANDIDATE SUPPLYsourced and nurturedredeployable benchPlacementmargin lives herea placement becomes the next proof point
WHAT WE USUALLY HEAR FIRST

Your ATS was built for candidates. Nothing in the stack was built to win clients.

"Business development happens when billing slows down."Which means it happens least in the months you most need it. Consultants chase what pays this quarter.
"Our ATS is excellent at candidates and useless at BD."It is a system of record for supply. Demand generation lives beside it in inboxes and spreadsheets, so the two halves never inform each other.
"We win roles we cannot fill and fill roles nobody asked for."A supply and demand mismatch, and almost always a data problem. Sell against the bench you actually have.
"Everything lives in a consultant's head."When they leave, the desk leaves with them. Capturing what they know is the difference between a firm and a set of freelancers.
SIDE ONE

The client side is where the margin gets decided.

Candidate sourcing is a solved problem in most firms. Winning the mandate is not. An email saying you have excellent candidates in their space is what every other agency sends the same week a role goes live.

What works is timing plus specificity. A company that just raised, lost a leader, or has a role sitting unfilled for six weeks is in a different state of mind. The system watches for those moments and reaches out with a candidate you can name.

TIMING BEATS VOLUMETHE USUAL APPROACH"We have great candidatesin your space."sent after the role hits the job boardcompeting with 9 other agenciesSIGNAL-LEDfunding, leadership change, surgea named candidate, not a promisein before the job boardoften sole agency on the role
01Signals worth acting onFunding, leadership changes, hiring surges, stale roles, competitor postings. We pick the handful that predict a mandate in your verticals.
02Accounts, not job boardsA named target list of companies that hire the profile you place.
03Lead with supply you haveThe outreach references real people you could put forward. Specific beats credentialed every time.
04One sequence per verticalDifferent language for different desks. What lands with a construction firm does not land with a software company.
05Straight to the desk ownerReplies route to the consultant who owns that account, with the signal and the candidate context attached.
Bill KrellCEO, The Civil Recruiter
A RECRUITING FIRM WE DID THIS FOR

"$250,000 in total contract value in two months. Every single person who got on the phone with us, we got a contract from."

The Civil Recruiter had the placement capability and the market knowledge. The gap was a repeatable way to reach hiring managers before a role went to a job board.

See the case studies ↗
SIDE TWO

Supply is a pipeline too, and most firms do not treat it like one.

Candidates get worked hard while a role is live and then go quiet for a year. Meanwhile the person you placed eighteen months ago is the easiest placement available and nobody is talking to them.

So the candidate side gets the same machinery as the client side: nurture that runs on its own, a bench you can query, redeployment triggers on past placements. Underneath both sits one data model, which is the thing an ATS bolted to an inbox cannot do.

ONE MODEL, BOTH SIDESCLIENTSaccounts and rolesCANDIDATESbench and alumniOne recordboth sides visiblewin a role, know who fitsfree a candidate, know who wants themBuilt on your existing ATS where it is worth keeping. We do not force a migration for its own sake.
01One data model across both sidesAccounts, roles, candidates and placements in one structure, so a query about either side returns something usable.
02Nurture that runs itselfCandidates stay warm between roles without a consultant remembering to check in. Quiet, useful, low frequency.
03Redeployment triggersContracts ending, tenure thresholds, alumni changing jobs. Your past placements are the warmest market you own.
04Reporting per deskWhat each desk sourced, submitted, won and lost, so you can tell which desks need help and which need copying.
WHO YOU ACTUALLY DEAL WITH

The founders sit on the engagement.

Not a strategy call followed by a handover to a junior. One of us stays on the account for its duration, with a senior GTM team behind us doing the build.

David TurewiczCEOSoftware, accelerator and startup background. Runs the GTM architecture side: how the system is designed, what it is built on, and where AI actually earns its place. LinkedIn
Matteo FoisCOOLawyer by training, cum laude across Chicago, Scotland and Italy, then operations at Amazon. Runs delivery: process, documentation and the detail corporates expect. LinkedIn
HOW RECRUITING FIRMS ENGAGE US

Three ways in.

Most firms start with one desk or one vertical, see whether the work holds up, and expand from there.

One deskWe build the client-side engine for one desk, and you measure it against how that desk performed before.DESK OWNER
One verticalA vertical you want to grow into. Signals, list, sequences and supply mapping for that market only.DIRECTOR
The whole firmBoth sides unified, per-desk reporting, and the documentation so it survives a consultant leaving.FOUNDER OR MD
IN THEIR WORDS

What it is like
to work with us.

"3 to 4 meetings a day booked per salesperson off the back of the campaigns. Transparent, consultative, and easy to work with."

Quin ChandlerManaging Director, Scanning Pens

"$197K in revenue and a 5x ROI by month five. They connected every tool from Clay to HubSpot into a system that runs like clockwork."

Daniel HartAccount Executive, Stryv

"$250,000 in total contract value in two months. Every single person who got on the phone with us, we got a contract from."

Bill KrellCEO, The Civil Recruiter

"We landed our first client within weeks of launching. Like having a marketing and sales team behind the scenes, without the hires."

Bill MalloyPartner, Framework

"€525K in sales across 4 countries. Their scientific, data-driven approach gave us greater control over our metrics."

Leonardo PetriniHead of Marketing, Limolane

"265 qualified leads in three months and $35K in new sales. If you want a scalable growth system, this is the partner you need."

Alex S.Founder

"5X'd our outbound volume and dramatically increased positive reply rates. Leads are hyper-targeted."

Donna Horwitz-HellerVP Marketing, BIGVU

"Outreach volume is multiples beyond what we were doing. They build trust fast. Take the shot."

Eric SaraivaHead of BD & Partnerships, MEO Continuity
NEXT STEP

Start with one desk,
or one vertical.

One call with a founder. Name the desk that should be producing more, and we will tell you what we would build.

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