Reach companies the week they start hiring for the roles you fill, before another agency does.
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To get clients for a staffing agency, specialize in a set of roles or an industry, then contact companies at the moment they need those hires: open job posts, roles reposted after weeks, new funding or new locations. Start with your own network, prove yourself on one hard search, and ask every satisfied client and placed candidate for referrals.
"Warehouse and logistics staff in the Inland Empire" or "contract nurses for outpatient clinics" gives a hiring manager a reason to call you instead of a generalist. Pick roles you can fill quickly because you already know where the candidates are. Your niche also sets your buyer: operations managers for light industrial, nurse managers for healthcare, engineering leaders for tech.
A company posting the roles you fill is telling you it needs them. Set daily job board alerts for those titles in your region. Put first the roles that have stayed open 30 days or more, roles reposted after closing, and companies posting several of the same role at once. Each one suggests the in-house search is struggling and an agency might help.
HR runs the process, but the person who feels the empty seat is the hiring manager: the operations manager, the director of nursing, the engineering lead. Find that person and, where you can, the HR or talent lead as well. Write to the hiring manager about the specific role and what it costs to leave it open, and copy the conversation to HR once there's interest.
The strongest opening is a person: "I have two forklift-certified candidates available Monday." If you don't have one ready, offer a low-risk first step, such as one hard-to-fill role on your standard terms with a clear replacement guarantee. Deliver fast, then ask for the next roles while the hiring manager is still pleased with the result.
Ask clients for referrals around 90 days after a placement, when the hire has settled and the value is clear. Stay in touch with placed candidates, because when they become managers, they hire. Ask the candidates you place which other employers near them are short-staffed; they often know before any job post goes up.
Hiring managers want to know pay rates and time to fill for the roles you staff. Publish a short quarterly note: the rates you're seeing by role and city, how long searches take and what candidates ask for. Use it as the reason for follow-up emails and LinkedIn posts, so every touch gives the buyer something useful instead of another pitch.
Subject: Your [job title] opening Hi [first name], A [job title] role that stays open for weeks in [city] usually means the pool of applicants is the problem, not the job. We place [job titles] across [region] and have [number] candidates with [certification / experience] who could interview this week. Want me to send over two profiles? [Your name], [agency]
Subject: Staffing the new [site / office] Hi [first name], Opening a site usually means a lot of [roles] hires in a short window, and the first weeks set the turnover for the year. We've staffed [number] site openings for [type of company], on [temp / temp-to-hire / direct hire] terms. Happy to share how we'd phase hiring for opening week. Who's leading hiring for the launch? [Your name]
Hi [first name], I place [roles] across [region] and have been following how [company]'s [team / site] is growing. I'd be glad to connect and share what we're seeing on [role] pay rates and time to fill this quarter. Keep connection notes under 300 characters, and send the role-specific message only after they accept.
Staffing clients buy when a role is open and hurting. Revnu watches for that moment: it finds companies hiring for the roles you fill, the hiring manager at each, and writes to them in your voice with a reason to talk this week.
A company advertising the role you fill has already told you what it needs. Revnu reads hiring signals at the companies in your niche and opens each email with the role, so the hiring manager sees a reason to reply.
Some hiring managers live in their inbox and some on LinkedIn. Revnu runs both for each person, spaced out through the day, and stops the moment they reply on either.
No. Revnu doesn't make phone calls or provide phone numbers. It reaches hiring managers by email and LinkedIn, and every message waits for your approval by default.
Yes. Tell it the roles you fill and the region, and Revnu looks for companies showing hiring signals there, such as open roles, new locations or a funding round, and finds the right person at each.
Almost always through people the founders already know: former employers, hiring managers they've worked with and contacts in their industry. Ask for warm introductions first, then add outreach to companies in your niche with open roles you can fill. Take one hard search, fill it well and ask that client for the next roles and a referral.
Both work, and many agencies use both. Email and LinkedIn let you reach more hiring managers, name the specific open role and attach candidate profiles they can read later. Calls work well for urgent, high-volume roles where a manager needs people this week. Whatever the channel, a named role and a real candidate beat a general pitch.
The hiring manager who owns the open role first, since they feel the gap most, and the HR or talent acquisition lead second, since they manage agency relationships and terms. At small companies the owner or general manager is often both. Avoid generic inboxes, which rarely reach anyone who can say yes.
Yes. Revnu reads hiring signals, such as open roles, funding rounds and new locations, at the companies that match your niche and region. It finds the hiring manager, writes the email in your voice and sends it once you approve.
You start with a free trial. Revnu asks for a card when you sign up and starts on what you typed straight away. After the trial, plans start at $99 a month. Cancel any time in Settings.
No. Nothing is checked or generated on this page. Revnu does the work inside your account, where it can read your website, keep what it finds and carry on from there.
