LinkedIn lead generation for outstaffing companies.
Your best buyers are engineering leaders with a role that has stayed open too long. We find them on LinkedIn, start the conversation from a real profile on your team and hand every reply to you.
Hi Mark, Noticed the senior Go developer role at Acme has been open for over a month. If the backlog can't wait, we can add a vetted Go engineer to your team while you keep hiring. Would that help right now?
- Starts with the open role they know about
- Offers help without asking them to stop hiring
- A yes or no question that is easy to answer
An illustrative example. Names and details are made up.
The person who feels an open role most is the one waiting for it.
Engineering managers and team leads
They carry the extra work while a role stays open and can decide fast when the backlog grows.
CTOs at scale-ups
Who need to add capacity quickly without growing headcount on the balance sheet.
Heads of Delivery
Who need specific skills for a project with a fixed timeline.
We contact companies when there is a real reason to talk.
These are the signals we look for before anyone gets a message. They make the first line specific, and they make a reply more likely.
- A role open for more than a monthHiring is not working and the work is piling up.
- Several roles for the same stackA team growing faster than local hiring allows.
- Contract or remote roles in job postsThe company is already open to people outside the office.
- A new project or client winWork that needs more people now, not after a three-month hiring cycle.
Four steps from first call to first replies.
- 01Together
Intro call
We learn what you sell, who buys it and which projects you want more of.
- 02We do
Targeting and profile
We define your ideal customer, build the lead list and get the sender profile ready.
- 03You approve
Messages and launch
You approve the messages. We set up the campaign and start sending.
- 04You talk
Replies to you
We run the campaign daily, add new leads and forward every reply to you.
Questions we hear from outstaffing and staff augmentation
Who do you contact: HR or engineering?
Engineering leaders first. They feel the cost of an open role every day and can decide whether outside help makes sense. We agree on the exact titles with you.
How do you find companies that need people now?
We look for signals like roles that stay open for weeks, several roles in the same stack, remote or contract roles and new projects.
Can you target one technology?
Yes. Outstaffing works best when the message names the exact skill, so we often run separate lists for each stack you want to sell.
Who sends the messages?
A real person on your team, usually a founder or someone in sales. We prepare the profile and you approve every message.
Want to see which companies are hiring for your stack?
Tell us about your company. We'll come back with who to target and how we'd approach them. No obligation.