Staffing firm BD means catching hiring managers the moment they have headcount approval but before they've signed with another vendor. That window is narrow, the signals are scattered, and your competitors are working the same job boards.
Target hiring managers and HR leaders at companies posting for roles in your specialization. DealForge picks up active hiring signals — job posts, LinkedIn headcount growth, funding announcements — and delivers verified contacts for the person who actually approves vendor relationships.
The hiring manager who gets 20 staffing cold emails a week can spot a template instantly. DealForge drafts outreach that leads with your specialization, your track record in their industry, and a specific observation about their hiring pattern — differentiated from the volume noise.
A company that has no open reqs today may have three next quarter. DealForge runs long-horizon follow-up sequences that keep you visible through the hiring cycle — so you're the first call when the req opens.
Different buyer personas for different engagement types. Run separate ICPs for contract staffing clients, direct hire clients, and managed services clients — each with the right outreach angle and pipeline.
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Yes. The AI discovery picks up active hiring signals including job postings, headcount growth, and LinkedIn activity — prioritizing companies with active need in your placement specialty.
VP of HR, Director of Talent Acquisition, or Hiring Manager depending on company size. Your ICP specifies the role — DealForge finds the right contact.
Yes. Import existing client emails to your outreach blocklist. DealForge skips those contacts automatically.
Differentiation in outreach comes from specificity. DealForge drafts emails that reference your specialization, your track record in their industry, and a specific hiring insight — not a generic "we have great candidates" pitch.
Start free with 30 prospects. Upgrade when you're ready to scale.