Job-board intelligence for a recruiting agency

The challenge

An open job posting is the clearest buying signal a recruiter gets, but postings are scattered across boards, a third of them are posted by competing agencies, and a posting names a company, not the person to talk to.

What we built

1. 01

   Search the boards

   Agents search job boards for about 85 role titles across seven markets and seven metros, rotating queries so every combination is covered every week.

2. 02

   Filter out competitors

   Postings from staffing agencies are dropped before they ever reach the queue, so the agency never pitches a competitor.

3. 03

   One lead per employer

   A company hiring three roles in one city becomes one lead that lists all three, not three emails to the same inbox.

4. 04

   Find the hiring contact

   The employer's website and careers pages first, then a named talent or HR contact where one can be found.

5. 05

   Verify and write

   Addresses are verified in bulk, and each email is a short recruiter's note that names the actual open roles.

6. 06

   Send by region

   Four regional batches a weekday, timed for each region's morning, with follow-ups on a schedule.

Guardrails

• Contingency terms are stated once, and the agent is forbidden to invent candidates, fees or names.
• Named-contact discovery runs in research-only mode and can never message anyone; all sending stays in one place with one suppression list.
• Every reply, human or automatic, is classified, and genuine replies are forwarded to the agency owner.

Results

• 15,400+ hiring employers found, 4,500+ with a contact email.
• About 60 cents per nightly search run, all-in.
• 80 personalised first emails a weekday, each naming the roles the employer is hiring for.

What we learned

Under the hood

More case studies