Recruiters face a dual-audience challenge: you need to reach hiring managers for business development and passive candidates for placements. We build separate outbound infrastructure for each, so you can grow your client base and fill roles simultaneously.
Recruitment is one of the most competitive outbound verticals. Hiring managers and candidates are bombarded daily. Here is what holds most firms back.
Every recruiter uses LinkedIn. Candidates receive 20 or more InMails weekly and have learned to ignore them. Hiring managers are even harder to reach — their LinkedIn inboxes are full of pitches from staffing firms. When everyone uses the same channel, response rates plummet below 5%.
You need to reach hiring managers for new business AND candidates for placements. These audiences require completely different messaging, targeting, and sending infrastructure. Most recruiters try to do both from one system and end up doing neither well.
Sending high-volume outreach from shared infrastructure or your primary domain puts you at risk. CAN-SPAM violations, GDPR issues, and spam complaints can permanently damage your sender reputation. One mistake can get your entire domain blacklisted.
A dual-infrastructure outbound system designed specifically for recruiters. Separate systems for BD and sourcing, zero cross-contamination, maximum deliverability.
Separate sending domains for BD outreach and candidate sourcing. No shared reputation risk between campaigns.
Pain-point messaging targeting VPs, Directors, and CEOs who need to hire fast but hate working with bad recruiters.
Personalized outreach to passive candidates with role-specific hooks that get 15%+ reply rates.
End-to-end visibility from outreach to placement. Track pipeline by client, role, and revenue.
Real results from real recruitment agencies using our dual-infrastructure outbound systems.
An IT staffing agency was placing 5 candidates per month through LinkedIn alone. We built separate BD and sourcing infrastructure, created sequences for hiring managers at tech companies, and launched candidate sourcing for 12 hot roles simultaneously. Placements jumped 6x in 90 days.
An executive search firm targeting C-suite placements struggled to get meetings with CEOs and board members. We crafted hyper-personalized BD sequences referencing company news and growth signals. They achieved a 15% reply rate and signed 20 new retainer clients in 12 months.
A healthcare staffing firm relied on job boards that attracted low-quality candidates. We built targeted candidate sourcing sequences reaching passive nurses and healthcare professionals directly. They filled over 200 nursing roles in 6 months, 3x faster than their previous job board approach.
A proven 4-step process that builds your recruitment firm a dual-audience outbound engine.
We define your ideal clients (BD) and candidate profiles (sourcing), identify the sharpest messaging angles for each audience, and plan your dual-infrastructure setup.
Day 1-2We set up separate sending domains for BD and sourcing, configure authentication on all domains, provision dedicated IPs, and build targeted prospect and candidate lists.
48 HoursBoth domain sets undergo warm-up protocols. We finalize BD sequences targeting hiring managers and sourcing sequences targeting passive candidates. Full QA before launch.
14 DaysBoth campaign streams go live simultaneously. We monitor deliverability, optimize messaging, and scale volume. New client meetings and candidate responses start flowing within days.
Day 14+Everything recruitment firm owners and partners ask before getting started.
Yes. We build completely separate infrastructure for each. Your BD campaigns target hiring managers and use corporate-style messaging about your placement success rates and specialization. Your sourcing campaigns target passive candidates with role-specific personalization about career growth and compensation. Different domains, different IPs, different messaging. No cross-contamination between the two.
All campaigns include proper unsubscribe mechanisms, accurate sender information, physical address, and prompt opt-out handling. For GDPR compliance in European markets, we use legitimate interest basis for B2B outreach and ensure all data processing agreements are in place. We monitor regulations across all jurisdictions and adjust campaigns accordingly.
We work with IT staffing agencies, executive search firms, healthcare staffing companies, engineering recruiters, finance and accounting staffing firms, and general recruitment agencies. Whether you place contract workers, permanent hires, or C-suite executives, our systems adapt to your niche and target market.
Results vary by niche, geography, and fee structure. For BD outreach, most firms see 10 to 20 new client meetings per month. For candidate sourcing, expect 15 to 30 percent response rates from passive candidates. Most firms see their first placements from outbound within 30 to 45 days of campaign launch. We set realistic expectations during onboarding based on your specific situation.
Our Recruiter Growth plan starts at $1,497 per month, which includes dual infrastructure (BD plus sourcing), targeting, copywriting, prospect list building, and full campaign management. The Scale plan at $2,997 per month adds multi-domain setups, LinkedIn integration, and expanded volume. No long-term contracts are required. Most firms see positive ROI from their first placement sourced through outbound.
Stop relying on LinkedIn alone. Build a dual-audience outbound system that wins new clients and fills roles simultaneously.
We will analyze your current BD and sourcing process, identify gaps in your outreach, and deliver an actionable roadmap to more placements per month. No cost, no obligation.
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