Recruiting and HR
Companies call you when the position is urgent, and put you in a tender with three others
Recruitment and selection firms, executive search and HR service providers know the problem well: the client shows up when in a hurry and compares fees. The exclusive mandate, the one that pays, comes from a relationship built before the need.
The starting point
The challenges we meet most often
Challenges 1
Non-exclusive mandates
The same position is given to several firms at once. You work on the right candidate and present them half a day after someone else.
Challenges 2
Demand that follows the economic cycle
When companies stop hiring, revenue drops suddenly. You need a flow of new clients even in the good months.
Challenges 3
Relationship only with operational HR
You talk to the people who open the positions, not to those who decide how much to invest in search. So the service remains a cost to squeeze.
The method in the industry
How we work in this industry
We work on niches of profiles where you are strong, for example production technicians, B2B sales roles or executive roles in an industry. We use as triggers job ads open for many weeks, new site openings, headcount growth and changes at the top. The message goes to the HR director and the head of the function, names the difficult position and proposes a shortlist or a discussion on the market for that profile. It's a topic that someone with a job ad stuck for two months reads willingly.
Who we talk to
Personnel Director or HR Director
They hold the recruitment budget and look for reliable partners on difficult profiles. They care about timing, quality of the shortlist and candidate retention.
Chief executive officer
For front-line and executive positions they decide. They want discretion and candidates who do not come from the usual job ads.
Head of the hiring function
A technical or sales director who has not found the person for months. Often the first to ask for outside help.
The objection we hear most often
«Companies already have their recruitment suppliers and run tenders on fees.»
On the easy positions, yes. On those that stay open for months, the fee matters less than the ability to find the person. We go looking for exactly those companies, with a stalled job ad or a hard-to-find profile, and that is where the relationship that later becomes an exclusive is built.
Case studies
The method in this industry
Recommended services
The channels we use here
LinkedIn Lead Generation
Sequences of targeted requests and personalised, professional messages, from your company’s LinkedIn profiles. This builds your pool of potential clients, which we nurture over time to create connections with decision makers.
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Multichannel Outbound
Three channels coordinated on the same person. A name already seen on LinkedIn makes the email expected, and the phone call comes when there is something to say. We multiply the opportunities, not the insistence.
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Frequently asked questions
Questions about the industry
How does a recruitment and selection firm find new clients?
Starting from companies with a visible hiring problem: positions open for a long time, new sites, headcount growth. We contact whoever suffers from the vacant position, as well as HR, with a message about the specific profile.
Is LinkedIn useful for finding clients, not just candidates?
Yes, and it is often underused for that reason. The same profile you use to search for candidates can open conversations with HR directors and business owners, if the messages are separate and written for them.
How do you move from non-exclusive mandates to exclusivity?
By bringing value before the mandate: a market analysis of that profile, a realistic estimate of timing and salaries. The client who received this from you, and not from the others, tends to entrust you with the next search exclusively.
Your market is in the industry recruiting and hr? Let's talk.
In the Feasibility Study we tell you honestly whether it makes sense to get started in your industry, and how.