Outbound for staffing and search firms, timed to hiring
Every company is hiring sometime. We find the ones hiring now, at a pace their team can't keep up with, and put you in front of whoever owns the headcount plan.
- Hiring surges, new leaders and new offices as signals
- Separate campaigns for volume staffing and executive search
- India, the US, the UK and the Gulf
Brightlane Bank posted 38 roles this weekOperations and customer serviceHot1d
Corvus Retail opens a GCC in Hyderabad300 hires planned in 12 monthsTier 13h
New CHRO at Tessera LabsJoined 30 days agoTier 12d
Quill Payroll reposted the same VP roleThird time in 90 daysTier 26h
Signals we track
Each one says a company has a reason to buy now, not just that it fits.
Hiring surges
Ten or more open roles in 30 days, or a jump against their usual pace.
Example: A bank posts 38 operations roles in one week.
Roles reposted
The same senior role posted two or three times. In-house hiring isn't working.
Example: A VP Sales role reposted for the third time in 90 days.
New offices and GCCs
A new site or capability centre with a hiring plan attached.
Example: A US retailer announces a 300-person centre in Hyderabad.
New HR and talent leaders
A new CHRO or head of talent rethinks vendors in the first 90 days.
Example: A CHRO joins and starts an RPO review.
Funding rounds
Fresh money almost always means a hiring plan in the next two quarters.
Example: A Series B SaaS company plans to double its sales team.
Leadership exits
A senior exit at a company is a search mandate waiting to be won.
Example: A listed company announces its CFO is stepping down.
Who we reach
The people who own the problem, and the companies they work at.
Campaigns we run
Different angles for different buyers. Each one is tested before it gets volume.
The hiring surge note
Name the roles they posted this month and what slow hiring costs the team. One line on how fast you filled similar roles.
Saw 38 operations roles go up this week. Teams hiring at that pace usually need a second sourcing channel by week three.
Executive search, quietly
For leadership roles, a short personal note to the CEO or CHRO, never a mass campaign.
A shortlist as the first step
Offer three profiles for one open role. It is easier to say yes to than a contract.
Proof
Founders, CXOs and HR heads, reached on a schedule
Staffing campaigns run on the same system as our case studies. For a leadership programme, we reached founders and HR heads at growing companies and logged 165 leads across three events.
Read the Scaling Up story
Your first three weeks
What we do, what we need from you and when things go live.
Questions from Staffing teams
Ask us something elseWe already get most clients from referrals. Why add outbound?
Referrals bring good mandates, on someone else's timing. Outbound adds a steady flow of companies that are hiring right now.
Do you do volume staffing and executive search the same way?
No. Volume staffing runs on hiring surges and reaches TA heads. Executive search runs on leadership changes and reaches the CEO, with fewer and more personal messages.
Can you target US and UK companies?
Yes. Signals and copy change by market, and we filter out roles your team can't fill.
Will you contact our candidates?
No. We only reach hiring companies, never candidates.
See the signals in your market
A call with Palash. We'll show you a live list of accounts we'd go after, before you commit to anything.
Or write to info@growthinfi.com or call +91 89995 16232
