THE STARTING POINT
It starts with interviews with your directors and your best billers.
RECRUITMENT & LABOUR HIRE AGENCIES
Reach employers before the job ad goes out.
We find the employers about to need people, work out who is responsible for the decision, and give your consultants a reason to call that isn’t “do you need any staff?”
The job ad is the starting gun. By the time it fires, you are one of five agencies on the phone.
You find out when everyone finds out
A posted vacancy is a signal every agency in the state is already chasing. Margin goes first, then the relationship, because the client has three other people saying the same thing that week.
“Do you need any staff?” is not a reason to call
It is the reason most calls end in thirty seconds. Without something specific about that employer, your consultants are cold-calling with no angle and no authority.
The accounts worth having are won months earlier
New sites, new contracts, new operations leaders and funding rounds all create workforce demand long before a requisition exists. That is the window.
HOW IT WORKS
Your expertise, in front of the employers who are about to need it.
The same three stages we run for every client, pointed at employer acquisition rather than candidate flow.
Extract
We interview your directors and your best billers: which sectors you genuinely win in, what you do that the last agency didn’t, why clients left their incumbent, and the fill stories you tell on a good day. At the same time we read the market for employers where something has just changed.
Build
Employer-facing content, not candidate marketing. Positioning that holds up in front of an operations director, the proof that makes it credible, and the sequences, pages and tracking your consultants need to work an account properly.
Activate
We run the outreach into named employers showing demand signals, with an opening line tied to the thing that changed at their business. Your consultants pick up warm conversations instead of generating cold ones.
WHAT WE WATCH FOR
The things that mean an employer is about to need people.
None of these are job ads. They all happen earlier, and most of them are public if you know where to look and what they mean.
- A new facility, warehouse or distribution centre
- A contract or tender win that adds headcount
- A sharp rise in direct job advertising
- A new operations, HR or site leader
- Funding, acquisition or private equity investment
- A seasonal peak coming into view
- Site expansion, relocation or a second shift
- Regulatory or compliance change that forces hiring
What you actually get
- A named employer target list, scored and signal-tagged
- Opportunity briefs: what happened, who to call, why now
- Positioning and messaging that works on employers
- Content your consultants can actually send
- Email, LinkedIn and call sequences built per signal
- CRM, tracking and reporting so nothing leaks
- A weekly rhythm your team can keep up with
Australian labour-hire business
They came with an email list and no systematic way to win new employer accounts. We built the targeting, the messaging and the data behind it — a prospect database past 50,000 contacts, Apollo-based account research, and a migration from Zoho to HubSpot with the workflows, reporting and sales process needed to run it. Then we recruited, trained and ran the research and SDR team that worked the list every day.
The programme sustained 10–15 qualified sales appointments a week for around three years. Estimated full-year output from new accounts in FY24/25 exceeded 75,000 billable labour-hire hours, representing more than A$5m in gross client billings.
Gross client billing value, not agency revenue or gross profit. The FY24/25 figure is a reconstructed estimate, and we will walk you through how it was calculated.
Client work is shown anonymously. Named references available on a call.
Tell us which employers you want, and who you want to reach.
Industrial, commercial, casual or perm. Say what you are trying to win and we will tell you straight whether we can help.