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AI outbound Lead generation for recruiting firms

Your next retained search is already posted on a job board.

We watch the market for the moment a company decides it needs to hire, find the person who owns that decision, and start a conversation on LinkedIn in your name.

No lists to buy, no SDR to manage. You get warm replies from hiring managers with a live req attached.

Watching daily: LinkedIn Jobs Indeed Greenhouse Lever Ashby
+ New req detected 6h ago
Live signals Watching
Senior Backend Engineer
Northbeam Health · Austin
DW
Dana Whitfield
VP Engineering
Replied
Staff Data Engineer
Kestrel Labs · Denver
PR
Priya Raman
Head of Talent
Sent
Controller
Halden Freight · Chicago
TA
Tom Aguilar
CFO
Enriched
Product Designer
Loop Finance · Remote
JO
Jess Okafor
Design Director
Detected
DW
Dana Whitfield replied
VP Engineering · Northbeam Health
Warm
“We are struggling to fill that one, honestly. Can you send over what you have this week?”
The problem

Business development is the part of the desk that always gets dropped.

Not because recruiters are bad at it. Because delivery is urgent and BD is important, and urgent wins every week.

01

A live req has a shelf life of about three weeks

By the time a job shows up in a bought list, the hiring manager has already picked their agencies. Reaching out on day two is a different conversation than reaching out on day thirty.

02

You are one of forty recruiters in that inbox

Every firm sends the same template on the same day. Without a specific reason for the message, the message is noise, and the hiring manager learns to ignore the channel.

03

Referrals are wonderful and they do not scale

Most firms we speak to have a pipeline built entirely from relationships. It works until a good client goes quiet, and then there is nothing behind it.

04

Hiring an SDR moves the problem, it does not solve it

A salary, a ramp, a manager, and a tool stack, before the first meeting is booked. And the SDR still needs someone to tell them which company to call today.

How it works

One pipeline, five stages, running every morning before you open your laptop.

We build it inside your accounts, in your voice, on your criteria. You review the targeting in week one and then you mostly just answer replies.

Stage 1 of 5 · Signal

Watch the market

We poll job boards, company career pages, and ATS-hosted boards every day and record every new req in your niche.

✓ LinkedIn Jobs, Indeed
✓ Greenhouse, Lever, Ashby boards
✓ Direct career pages
The plays

Recruiting has three sides. The same machine works on all of them.

Most firms start with the first one. The other two open up once the pipeline is running and you want more from the same data.

Play 01 Where we start

Clients for your desk

We find companies actively hiring in your niche, identify the hiring manager or TA lead who owns the req, and open a conversation about the role they are already trying to fill.

You are not pitching recruitment services in the abstract. You are asking about a specific job that is costing them money today.

Fits you if
✓You place into roles that get publicly posted
✓You have delivery capacity you want to fill
✓Your pipeline is mostly referral and repeat business
Play 02

Candidates on demand

Run the pipeline in reverse for a live search. We build the candidate universe from a job spec, verify it, and run the outreach so your consultants only speak to people who already said yes to a conversation.

Spec → search criteria → shortlist Screening questions in the sequence Interested replies pushed to your ATS
Play 03

Reverse outreach

For firms with a strong bench or a talent community. We take the candidates you want to place and introduce them, by name and by skill set, to the companies whose open reqs match.

Candidate profile → matching live reqs Warm intro to the hiring manager Doubles as client acquisition
What goes out

Messages a person would actually answer.

Every message references something real: the req, the team, the timing. We write the first drafts, you approve them, and nothing sends until you are happy with how it sounds.

DW
Dana Whitfield
VP Engineering · Northbeam Health
Play 01
Hi Dana — saw Northbeam is hiring a senior backend engineer in Austin, and that the platform team has grown twice this year.
We place backend and infra engineers in Texas health tech, so I have a handful of people who are already in that stack and open to a move.
Worth a quick look at three profiles, or is the search already covered?
Sent from your LinkedIn account Follow-ups: 2, spaced 4 and 9 days
What we are not

It is worth being clear about what you are buying.

×

Not a data vendor

A list is a snapshot of the past. We are watching for a change in state, which is the only thing that makes an outbound message timely.

×

Not a tool subscription

Nobody on your team logs into anything new. We operate the system and you get the replies. If it stops working, that is our problem to fix.

×

Not an SDR replacement pitch

If you already have a strong BD team, this feeds them. The system decides who to contact and why; a human still closes the meeting.

Sources and connections

Where the signal comes from, and where it lands.

We work with whatever you already run. If your CRM is a spreadsheet, that is fine too.

Job signal

IN
LinkedIn Jobs Indeed Greenhouse Lever Ashby Workable Career pages

Enrichment

PROCESS
Firmographics Headcount trend Funding events Profile verification

Delivery

OUT
LinkedIn Email Sender fleet management

Your stack

SYNC
Bullhorn Loxo JobAdder HubSpot Google Sheets Slack
FAQ

The things people ask on the first call.

TalentCore AI is a done-for-you lead generation service for recruiting and staffing firms. We monitor job boards for new reqs in your niche, identify the hiring manager who owns each one, and start LinkedIn conversations from your consultants' accounts.

Yours. Messages come from the consultants who will actually take the call, which is the whole reason the reply rate holds up. We connect the accounts securely and stay inside normal daily limits so nothing gets flagged.

We track posting age, re-posts, and how many similar reqs a company has open, and we drop the patterns that indicate a pipeline ad rather than a live need. It is not perfect, and when we are unsure we tell you rather than sending.

You give us an exclusion list at setup, and we sync it against your CRM on an agreed cadence. Existing clients, active prospects, and anyone your team has touched recently are suppressed automatically.

We draft them from a short call about how you talk and what you have won on. You approve every version before it sends, and we rewrite whenever the response tells us to. Nothing goes out that you have not read.

Sequences are usually live in week two, and first replies follow within days of that. Meaningful judgement on the targeting takes about six weeks, because that is roughly how long a full sequence cycle plus follow-ups takes to play out.

We only work with recruiting and staffing firms. The whole system is built around job postings as a buying signal, and that specificity is what makes it work.

Tell us the roles you place. We will show you who is hiring for them this week.

Thirty minutes, no deck. We will walk through your niche, pull live reqs while we talk, and tell you honestly whether this is a fit.

First 30 days
  1. Week 1 Targeting workshop and account setup
  2. Week 2 Message drafts approved, first sequences live
  3. Week 3 Replies in your inbox, targeting tightened
  4. Week 4 Review of what landed, second play scoped