ScoutLab.io is a data-driven sales staffing firm covering SaaS, medtech, telecom, supply chain, adtech, hrtech, and ecommerce. We've been their outbound + nurture function for 30 months. These are the actual numbers.
ScoutLab.io specializes in finding the very best talent in the market for companies scaling their go-to-market motion. Their coverage spans sales, medtech, logistics, UCaaS, telecom, SaaS, technology, supply chain, adtech, hrtech, ecommerce, ERP, customer experience, and devops.
Thomas Robinson leads the firm as President from their Nashville HQ, with additional offices in Palm Beach and Jaipur. The team helps organizations from Fortune 500s down to startups assemble high-performing sales teams, the actual reps, managers, and leaders that move revenue.
ScoutLab had delivery dialed in, vetted sales candidates across a dozen verticals. What they didn't have was a repeatable outbound system to put those candidates in front of the right hiring companies. The BD motion was a patchwork.
Senior team members dialing through generic ZoomInfo lists. ~3% pickup rate. Most calls dead-ended at gatekeepers. Conversations that did land weren't grounded in any signal that the company was actually hiring.
Same email to a 30-person SaaS company and a 500-person medtech. "We place sales talent" with no candidate context. Sent from the main domain. Reply rate near zero. Domain reputation slipping over time.
Manual LinkedIn outreach from senior partners' personal accounts. High intent, low scale. Worked when they had time, which wasn't often, because they were also closing searches.
Vetted candidates across SaaS sales, medtech reps, supply chain SDRs, telecom AEs. The bench was the asset. Their outbound never used it. Every campaign led with "we're a staffing firm", generic.
ScoutLab's range is their strength. We didn't try to flatten it, we built parallel campaigns per vertical, each anchored on the right candidates and the right signals for that space.
Pulled top sales MPCs across SaaS, medtech, telecom, supply chain, adtech, ecommerce. Built marketing-ready profile cards anchored on revenue impact and vertical-specific accomplishments per candidate.
Each vertical got its own trigger map. SaaS companies with fresh Series A-B funding + new VP Sales hires. Medtech firms with FDA milestone announcements. Telecom firms expanding into new markets. Each candidate matched to the relevant companies.
Set up dedicated sending domains, vertical-segmented. Custom human + AI workflow generating copy per company per signal, anchored to the specific MPC. Email + LinkedIn in parallel. VP Sales / CRO / Head of Talent only.
Qualified replies routed to Thomas and the senior recruiters by vertical. MPC pre-loaded into the conversation. They took the meeting, closed the search, made the placement. We shared in the fees.
A meeting booked is not a placement closed. ScoutLab's recruiters are busy running 10+ verticals at once, so we layered an entire nurture function on top of the outbound. The kind of work an in-house BD team would do, scaled to 30 months without missing a beat.
Every time a hiring company was about to meet ScoutLab, we delivered a pre-built talent map for their specific open role. Who's hireable in their market, what comp looks like, who's likely to move. Thomas's team walked into every call already credentialed.
Live compensation data on the exact role being hired, calibrated to vertical (medtech reps comp differently than SaaS AEs). Sent before the meeting. Buyers use it to set their range, and they remember the firm that handed it to them.
Hiring companies that showed interest but didn't sign on round one stayed in our nurture flow. New MPC drops. Fresh hiring triggers. New funding events. A significant chunk of ScoutLab's 16 placements came from prospects we re-engaged 90-180 days after the first touch.
SaaS founders, medtech VPs, supply chain ops leaders, telecom buyers, all respond on different rhythms and to different language. We ran parallel cadences calibrated to each vertical, so ScoutLab's range never became a disadvantage.
16 placements closed across SaaS, medtech, telecom, supply chain, adtech, and ecommerce. ~$400K in fees collected. Below: the aggregate funnel + a breakdown by role type.
Most staffing firms have a candidate database doing nothing. They source for the active req in front of them and forget about the rest. ScoutLab had years of vetted sales candidates across 10+ verticals, and the bench was their differentiator. Our job was to make outbound respect that.
Hiring managers respond to "I have a sales rep who built a $4M book of business at a Series B SaaS competitor" much more than they respond to "we're a staffing firm specializing in tech." Specificity wins. Per-vertical signal maps make the specificity scale.
Non-overlapping engagements: we keep our roster small and intentionally pick clients whose focus doesn't overlap. ScoutLab's sales team staffing focus sits cleanly alongside the other clients we work with, different verticals, different hire types. That's how the partnership compounds over two years.
15-minute fit call. Tailored proposal in writing within 24 hours.