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Guide

Find companies with a hiring need you can actually help with.

Start with companies advertising roles your agency can fill. Check the role, company and market against your specialism, then identify the person who can discuss the hiring brief. A relevant vacancy gives you a reason to reach out; the conversation establishes whether the company needs an external recruitment partner.

See it for your agency ↗Read a customer experience ↓

Define the assignment you want to win.

Describe your useful target in operational terms: job family, seniority, location, sector and company profile. Include the reasons you would decline a search, not just the criteria that create a match.

For example, a specialist agency can focus on a particular function and level instead of treating every open position as a sales opportunity. The brief should reflect searches you can credibly deliver.

Separate hiring demand from buying intent.

A vacancy establishes a visible hiring need. It does not establish a willingness to pay an agency. Check the company and role, then use your first exchange to learn whether external support is useful.

Exclude companies you should not approach, including your own client exclusions. Avoid promising that a job-board list is a list of guaranteed buyers.

Find the person who can discuss the brief.

The relevant person may be a business leader, HR decision-maker or functional leader. Choose based on the company and type of hire. Addressing a generic inbox and reaching an accountable person are different routes to a conversation.

RecruitScout lets you set target decision-maker functions and finds company email addresses and LinkedIn profiles as part of the workflow.

Make the reason for the approach specific.

Reference the hiring need, explain why your agency is relevant and ask a clear question. Claims about candidates or similar clients should be true. A personalised opening cannot compensate for an offer that does not fit.

After a reply, qualify the need, timing and relationship. Track useful conversations and assignments, rather than treating the number of messages sent as the result.

Published customer experience

Direction

“We've been using RecruitScout for a couple of months and have already started several collaborations with new clients. The biggest advantage has been getting in touch with companies we probably wouldn't have reached through traditional channels, even when they operate in our own area, despite our market presence dating back to 1989. In the past, we had already tried to build more consistent business development activities, but with limited results. With RecruitScout, we're able to connect with companies that are facing a real hiring need and start a conversation with the decision-makers.”
Alessandro Gabrielli from Direction, a RecruitScout customer

Alessandro GabrielliPartner

Read Direction’s case study ↗

Individual customer experience. Results vary.

By the RecruitScout team · Updated

Product information: RecruitScout FAQ. Customer evidence: Direction case study.

Keep exploring

Your next question.

Product

Major boards. Niche boards. National platforms.

RecruitScout monitors job portals worldwide, including major, niche and national platforms. Discuss coverage for your target roles and markets.

Read more ↗Guide

If outbound did not work before, examine the trigger.

Understand how vacancy-triggered recruitment outreach differs from static prospect lists, and what still needs to be right for it to work.

Read more ↗Product

Recruitment business development. From hiring signal to conversation.

RecruitScout helps recruitment agencies find companies hiring, identify decision-makers and automate personalised email and LinkedIn outreach.

Read more ↗For your agency

Reach the hiring decision-maker while the brief is taking shape.

Use job-portal hiring signals to develop executive search and headhunting business with relevant company decision-makers.

Read more ↗
Make your next move

Stop paying the Late Tax.

See how RecruitScout can put you in the conversation while the opportunity is still open.

See RecruitScout in action