A new vacancy in your specialism
Match the role, skills, seniority and geography to your agency’s strengths. Research who owns the hire and the team they are building.
LINKEDIN LEAD GENERATION FOR RECRUITMENT AGENCIES
Your next recruitment client.
Start the conversation on LinkedIn.
Reach employers with a hiring need your recruiters can solve.
From $3,000/month, we connect hiring signals, company research and LinkedIn outreach to reach the people responsible for the roles you fill. Three seats and tools included. Your team gets the context and next step toward a new brief.
Official Agency Partner
Talk to your GTM EngineerFROM A HIRING SIGNAL TO A RELEVANT INTRODUCTION
An open role is a reason
to do better research.
The job advert tells us where to look. Your specialism tells us whether to act. We connect the role, company and decision-maker before outreach begins.
Find the hiring signalCheck your agency’s fitReach the right personRoute the conversation
BUSINESS DEVELOPMENT YOUR DESKS CAN USE
Win the right employer conversations.
Good recruitment lead generation starts with the work you want to win.
We define the sectors, locations, seniority and placement types that match your delivery strengths. Then we find employers with a relevant reason to speak to you.
A contract staffing desk needs a different proposition from an executive search practice. Your targeting and message should reflect that, including fee potential, urgency and the kind of relationship your team can support.
We agree what qualifies first.
- The company and hiring need fit your niche.
- The contact owns or influences the hiring decision.
- There is interest in discussing outside support.
- Your team receives context, timing and the next step.
A posted vacancy becomes a commercial opportunity when the employer is ready to talk.
THREE WAYS TO FIND THE NEXT OPENING
Give your outreach
a reason to exist.
A role that keeps reopening
Track repeated or long-running vacancies and check the context. Separate genuine hiring activity from duplicate listings and evergreen adverts.
A growing team or new location
Connect company changes with relevant hiring activity. Identify the operational leader, talent team or founder responsible for building the function.
HIRE WITH JARVIS · STAFFING & RECRUITMENT
A recruitment offer.
A $700K pipeline.
Hire with Jarvis wanted to reach enterprise HR leaders and founders with relevant recruitment outreach.
frontBrick connected job research, buying signals and personalized messaging in a cold email campaign. Over 78 days, the campaign reached 4,636 prospects and generated 35 qualified opportunities worth $700,000 in pipeline.
Read the Hire with Jarvis case study ↗$700KPipeline generated
35Qualified opportunities
4,636Prospects in sequence
78 daysNovember 14, 2024–January 31, 2025
ONE TEAM OWNS THE WORK
From market map
to the next hiring brief.
01
Define the desk
Agree ideal clients, role families, locations, placement model and qualification rules. Exclude existing clients, active opportunities and accounts your team should leave alone.
02
Build the research
Monitor agreed hiring sources, remove duplicates and enrich companies and contacts in Clay. Keep the source and hiring context with each record so the message has a factual foundation.
03
Start the conversation
Build relevant LinkedIn connection requests, messages and follow-up around your recruitment expertise. Review replies and stop the sequence when someone responds. Add cold email when a broader scope calls for it.
04
Hand over and improve
Route interest to the right consultant or business-development owner. Capture the hiring need, conversation and next action. Use accepted opportunities and sales feedback to improve the next campaign.
KEEP THE CONTEXT WITH THE CLIENT
Your CRM should know
why the conversation started.
Your consultants should enter the conversation knowing the company, the role and what the prospect said.
We map the handoff into your current CRM or ATS workflow, review the available integrations and agree the fields and owners before launch. The employer record stays distinct from candidate records.
Your team keeps control of existing relationships. Suppression lists, account ownership and campaign status help prevent two consultants or sequences approaching the same buyer at the same time.
CHOOSE THE PARTNER BEHIND THE PIPELINE
Senior judgment.
Practical execution.
Choose frontBrick when you want a boutique partner to understand the economics of your desk, build the targeting logic and stay hands-on through the campaign.
Compared with ProspectOut
ProspectOut publishes a recruitment-specific offer built around active job postings, cold email and LinkedIn outreach.
WHY FRONTBRICK
Work with senior GTM engineers who combine sales and marketing judgment with the build. We shape the audience, qualification and CRM handoff around your agency’s commercial priorities.
Compared with Big Leads
Big Leads positions employer acquisition across outreach, search and AI visibility.
WHY FRONTBRICK
Start with the hiring problem your agency can solve. We connect account research, signals, messaging and sales feedback in a workflow your team can inspect and improve.
Compared with a lead database
A database can give your team hiring-company and contact information. Your team still has to turn those records into a campaign.
WHY FRONTBRICK
We own the work from research through outreach and reply handling. Your consultants receive relevant conversations with context, while one team manages the system behind them.
Let’s map the employer accounts your agency should pursue next.
Talk to your GTM EngineerCERTIFIED ON THE TOOLS WE RUN
Expertise you can check.
Clay Advanced Artisan and official expert profiles across our outreach stack. The tools support the strategy, research and execution your business needs.
Clay Advanced ArtisanSCOPED AROUND YOUR AGENCY
A clear starting point.
Room for the right scope.
LINKEDIN LEAD GENERATION
From $3,000/month
Three seats. Tools included.
Employer research, LinkedIn campaign setup, connection requests, messages, follow-up, reply management and reporting, scoped around your agency.
Build your client acquisition planBEFORE WE BUILD YOUR PIPELINE
Questions from recruitment
and staffing leaders.
Is this client acquisition or candidate sourcing?
This service focuses on winning employer clients for staffing and recruitment agencies. We target hiring companies and the people responsible for the brief. Your recruitment team owns candidate sourcing, assessment and placement delivery.
How do you generate leads for recruitment agencies?
We define the employers your agency can serve, research relevant hiring activity, identify the decision-makers and run relevant LinkedIn outreach. Cold email can be added within a broader engagement. Interested replies are qualified against agreed criteria and handed to your team with the hiring context.
Can you target specific recruitment niches?
Yes. Targeting can reflect sector, geography, job family, seniority and placement model. For example, contract technology recruitment and retained executive search need different account lists, offers and qualification rules. We agree those differences before building the campaign.
Do you use job advertisements as buying signals?
Yes. Relevant job adverts can start the research workflow. We check company fit, role details, duplicates and existing relationships before outreach. A vacancy shows hiring activity; the conversation establishes whether the employer wants agency support.
What counts as a qualified staffing lead or meeting?
We agree the definition with you before launch. It normally includes an employer that fits your market, a relevant hiring stakeholder, a suitable hiring need or timeframe, and interest in discussing support. We track meetings and accepted opportunities separately from signed terms, job orders and placements.
Can the workflow connect to our CRM or ATS?
We review your current platform, available integration options and account structure during scoping. The handoff should include employer and contact details, the hiring signal, conversation notes, an assigned owner and a next action. Any custom integration is agreed in the scope.
How do you avoid approaching our existing clients?
We use your existing-client and active-opportunity lists as exclusions, agree account ownership and deduplicate records before campaign enrolment. We also carry opt-outs and reply status into the workflow so contacts do not continue receiving inappropriate follow-ups.
How much does staffing lead generation cost?
LinkedIn lead generation starts at $3,000 per month with three seats and tools included. We agree the employer market, campaign responsibilities and handoff before launch. Additional channels and custom integrations are scoped separately.
What will our team need to do?
Provide your niche and target-client criteria, exclusion lists, proof of your recruitment expertise and a clear owner for interested employers. Your consultants handle hiring discussions, commercial terms and placement delivery. Their feedback helps us improve targeting and qualification.
How do you measure recruitment business development results?
We review relevant employer coverage, positive replies, qualified conversations and opportunities accepted by your team. Where your CRM captures them, we connect those stages to signed terms, job orders, placements and fees. That shows where the campaign is creating commercial progress.
Should we choose a lead-generation agency or buy a database?
A database fits a team that already has the time and expertise to research, run campaigns and follow up. A managed partner is useful when you need ownership of that execution as well. frontBrick connects the strategy, Clay research, outreach and sales handoff in one engagement.
YOUR NEXT CLIENT STARTS WITH A CONVERSATION
Which employers should
hear from your agency?
Bring us your niche, your best client relationships and the work you want more of. We’ll map a practical approach to reaching employers your team can help.
Official Agency Partner
Talk to your GTM EngineerYour market map and outreach strategy are complimentary.
