You win the search.
We win you the mandate.
Retained and contingency search firms grow by winning new mandates, not just filling open ones. We run trigger-based outbound to companies with a live executive vacancy, and build the search presence a hiring committee checks before they sign. You run the search; we keep new mandates coming.
Proof in recruiting agencies
84 meetings in 10 months for an agency entering a new market
Bay Leaf Digital needed new clients in a market where it had no presence yet. The same signal-based outbound and case-study-led inbound produced 84 meetings in ten months, the same system that fills a search firm's own pipeline of company mandates, not just candidate benches. See how staffing and recruiting agencies use a different angle of the same infrastructure.
Read the Bay Leaf Digital case study →Outbound for recruiting agencies
Reach companies the week a mandate opens
A search mandate has a shelf life. We target the account the week a trigger fires, an executive departure, a funding round, a new role, before three other firms have already called.
- Trigger-based targetingCompanies with a live executive vacancy, pulled from leadership changes, funding rounds and new-role signals, verified before a single send.
- Infrastructure you ownDedicated sending domains and warmed inboxes in your firm's name, so a mandate lands as your business development, not a rented list.
- Mandate-specific copyOne line on the vacancy or the trigger, one line on the kind of search you run there. No capabilities deck in email one.
- Reply handling and reportingInterested replies booked within the hour. Weekly report on sends, replies, mandates opened and pipeline.
Result: qualified meetings with managing partners and business development leads at recruiting firms on your calendar.
Inbound and AI search for recruiting agencies
Be the search firm hiring committees find
Before a hiring committee signs a retained search agreement, they check the firm. We build the specialty and placement pages they read, and measure whether AI engines name your firm when someone asks for a recruiter in your niche.
- Technical floorSchema, canonicals, structure, speed. What engines require before they cite anyone.
- Specialty and role pagesOne page per role family and sector you place in, written to the question a hiring committee types.
- Case studies that get quotedNamed client companies and placement outcomes, structured so search and AI engines can cite them.
- AI visibility measuredEvery two weeks we ask the engines who they recommend for a search in your specialty, and report the answer.
Result: the buyer who gets your cold email searches your name and finds proof, not silence.
What we fix
Four search firm problems. One system.
What recruiting firm principals tell us on the first call, and what we do about each. For a week-by-week view of what happens once outbound starts, see how long until outbound produces meetings.
It is the best source of business, and it has a ceiling.
A weekly outbound engine that reaches companies your partners have not met yet, on infrastructure the firm owns.
When a search is active, prospecting for the next one waits.
An outbound engine that keeps running while your team is placing, reported weekly.
The firm with the clearest specialty and the most visible proof wins the mandate.
Specialty pages and named placement case studies built to rank and get cited by AI engines.
Referrals and repeat clients do not arrive on a schedule.
Steady, trigger-based outbound so there is always a live conversation with a company that has a need.
Case studies
Results for recruiting agencies
Named clients, real numbers. Every card links to its own case study.
What is lead generation for recruiting agencies?
By Tanveer Sinngh, Founder at Montazzo · What we run it on
The stack, so you know what you are getting
Tool-agnostic, strategy first. We bring the infrastructure, the data and the sending platform. You own the domains and the lists.
Instantly
Clay
Apollo
ApifyAI Ark
HeyReach
LinkedIn Sales Navigator
Claude
Google Workspace
Search Console
Netlify
SupabasePlus the sourcing, scoring and reply-handling pipelines we built in-house, because the off-the-shelf ones were not good enough.
FAQ
Questions recruiting agencies ask us
Yes, when it targets a specific, verifiable trigger rather than a generic pitch. Hiring committees respond to outreach that shows you already understand the vacancy and the kind of candidate it needs, not a capabilities overview.
Staffing outbound leads with a specific placeable candidate for a role a company is filling now. A search firm sells the mandate itself, so outreach leads with the trigger and the vacancy instead, then earns the conversation about the search.
Executive-level hiring committees are a senior, lower-volume audience, so a realistic range is 2% to 4%. Pipeline per meeting matters more than the reply rate itself, since one retained mandate is worth far more than the outreach that produced it.
We book qualified meetings with hiring decision-makers who have a mandate to open. Your team runs the search process, from intake through placement.
Yes, same system, same reporting, your time zone. This applies whether your firm places candidates for US clients or runs its own search practice anywhere else, both the outbound and the inbound work the same way.
Let's keep new mandates coming, not just candidates.
A 30-minute call. We look at what you have, tell you what we would run for search firm, and you decide.
Let's chat