Recruiters are good at outreach to candidates and bad at outreach to clients, because client development always loses to the job that's open today. Verde Outreach runs the client side for you: a steady stream of hiring managers who have a reason to reply this month.
Hi Carla,
The commissioning manager role for the Pinal County site has been on your careers page since July, and the notice to proceed was announced last month, so I am guessing the start date is not moving.
We placed the same profile on a 200 MW site in West Texas earlier this year, contract to start, three weeks from brief to on site. The candidate we would send first has commissioned two utility-scale projects in Arizona.
If the role is still open, would fifteen minutes this week be useful?
[Your name]
Most staffing firms grow on referrals, job-board reactivity and a founder who still does the selling. It works until the founder is also running the desk, the payroll and the one difficult client, at which point business development becomes the thing that happens in the last hour of a Friday. The open role always wins. That is why so many agencies have a strong candidate pipeline and a client list that has not changed in two years.
When recruiters try outbound themselves it usually means a sequencing tool, a purchased list and a template that opens with how great the agency is. Hiring managers see fifty of those a week. What changes when it is run properly is the list and the timing: the email goes to the person who owns an open role that has been up for a month, and it talks about that role, not about you.
This is the industry Verde Outreach was built in. The first campaigns ran for a renewable energy staffing firm, and the lessons from those, especially around timing outreach to project starts, carry across every staffing niche.
We build the list from open roles, not from company size. Job boards and careers pages tell us who is hiring for what and for how long. We take the hiring manager or department head who owns the role, not a generic HR inbox, and we exclude anyone already in your ATS or on a preferred-supplier list so you never email a client you already have.
Before writing, our copywriters look at the role itself: how long it has been posted, whether it has been reposted, what the company has announced that explains the hire (a contract win, a site start, a funding round) and whether there are sister roles open. That gives the email one specific thing to say that a hiring manager will recognise as true.
Staffing emails fail when they describe the agency. Ours describe the role and what you have done with the same profile before, in plain language, under 120 words. No fee percentages, no guarantees and no adjectives about your service, because hiring managers have read all of them. The email ends with a short call, not a request to be added to a vendor list.
We send Tuesday to Thursday mornings in the prospect's time zone, from dedicated domains we warm for three to four weeks, so nothing touches your firm's own domain. Volume ramps slowly per inbox. A follow-up goes out a few days later that adds a second detail rather than repeating the first, and the sequence stops the moment anyone replies.
Replies come to you and to the portal, sorted into interested, not now and out of office. An interested reply from a hiring manager is usually a request for a CV or a call, so you should be ready to move within the day. We review which roles, industries and angles are getting replies every two weeks and tilt the list and the copy towards them.
It names the role, the site and the public event that makes the hire urgent, so the reader knows within one line that it is not a mass mailing. The proof is one comparable placement with a timeline, not a list of services. It leaves out fees, guarantees and the agency's history, because none of those change whether Carla replies.
Yes, when the email is about their open role rather than about your agency. Hiring managers ignore generic recruiter emails because they get dozens, but an email that names the role, how long it has been open and a comparable placement reads as a colleague solving a problem. Those are the only emails we send.
You give us your client list and any PSL agreements before the first send and we exclude every one of those domains, permanently. The list is built from companies you are not already working with, and we check it against your exclusions before each new batch goes in.
That is where this works best. Verde Outreach started inside a renewable energy staffing firm, and the same approach, writing to project stage and specific roles rather than job titles, applies to any specialism. On the call we will ask you which niche, which titles and which signals matter, and build from there.