A Signal Agent watches your market for hiring, funding, past-client and network signals, works out who owns each hire, and runs the outreach — so business development keeps moving while you are filling roles.
How it works
A company in your niche posts roles, raises funding, a past client returns to market, or someone in your network starts hiring.
Accounts you have placed at or spoken to before are prioritised over cold ones.
The director or department head behind the role, with a verified work email.
Email and LinkedIn sequences send from your accounts, and replies land in one inbox.
Core features
Autopilot ON
Outreach starts as new hiring managers are discovered.
| Hiring manager | Title | Signal | Score | |
|---|---|---|---|---|
DWDana WhitfieldMeridian Data | VP of Engineering | Hiring detected · 7 days | 🔥🔥🔥 | Reveal |
MOMarcus OyelaranNorthwind Robotics | IT Director | Hiring detected · 7 days | 🔥🔥🔥 | Reveal |
PRPriya RamanClearview Health | Director of Nursing | Hiring detected · 7 days | 🔥🔥🔥 | Reveal |
TATom AldermanCalder Manufacturing | Plant Operations Lead | Hiring detected · 7 days | 🔥🔥🔥 | Reveal |
SLSofia LindqvistApex Logistics | VP of Supply Chain | Hiring detected · 7 days | 🔥🔥🔥 | Reveal |
Decision-makers surfaced from a signal, scored by intent. Sample data.
Every feature is purpose-built around how staffing firms actually win business — not adapted from a generic sales tool.
Define the market once. The agent works it continuously.
A Signal Agent is a standing brief: the industries, departments, role types, company sizes and locations you serve. It watches for matching signals around the clock and acts on them, rather than handing you a list to work through. Scout runs one; Hunter runs as many as you have ideal client profiles.
A job posting is one signal. There are four.
Waiting for a role to be advertised means competing with every recruiter who saw the same posting. The earlier signals are quieter and far less contested — and one of them is invisible to every data vendor, because it is your own history.
The person whose team is short-staffed.
For each signal, the agent works out who owns the hire — the director, VP or department head feeling the vacancy — rather than an HR generalist or a shared careers address. HR administers the process; the department head has the problem.
Delivered, not bounced.
Every address goes through multi-source enrichment and deliverability verification before anything sends. Outbound is continuous, so a single campaign to stale addresses can damage the domain every later campaign depends on.
From your own accounts, in your own voice.
Connect email and LinkedIn once. The agent builds and runs multichannel sequences — connection request, message, email, follow-ups — timed to each signal. People who ignore one channel reliably answer another, which is most of why multichannel outperforms.
Not a template with the company name swapped in.
Every message is written from what the agent knows about that specific opportunity: the role being hired, what the posting asks for, the manager's remit and seniority, the company and its size — and whether you have placed there before. Two people at two companies hiring the same job title get different messages, because the reason to contact them is different.
Warm conversations, in one place.
Replies from email and LinkedIn arrive in a single inbox with the full thread and the signal that started it, so you pick up a conversation already knowing why you reached out.
Also included
Hi {{firstName}}, I came across your profile while researching companies hiring in your space…
Thanks for connecting. I noticed {{company}} has been hiring — we place engineers in…
Happy to share how we have helped similar teams fill roles quickly…
Hi {{firstName}} — saw {{company}} is hiring {{roleTitle}}. We specialise in…
A multichannel sequence with its delays. Sample data.
Dana — saw the three backend roles went up this week. We placed a data engineer with your team in 2024; happy to line up similar profiles rather than start you from scratch.
Marcus — congratulations on the Series B. Hardware engineers at this level are taking most firms two to three months right now. Happy to share what we are seeing on availability before you open the reqs.
Priya — noticed ICU is hiring again. We filled four roles with you last year on the same terms; can pick straight back up if that is useful.
One agent, three contacts, three different messages. Sample data.
Contacted
48/50
Invited
48
Accepted
21
Replied
9
Contacted
32/40
Invited
32
Accepted
14
Replied
6
Contacted
12/12
Invited
12
Accepted
8
Replied
5
Several briefs running at once, each measured. Sample data.
How many roles a company is hiring for, which departments are growing, and how fast — before you make contact.
The moment someone answers on either channel, their sequence pauses. No follow-up arriving after a reply.
Run a separate Signal Agent for each market you serve, each with its own brief. Available on Hunter.
Open, reply and connection-acceptance rates for every sequence, so you can tell which opening actually works.
Keep companies and contacts in a working pipeline with notes and status as conversations progress.
Let sequences send automatically, or approve each message until the templates read the way you want.
Before vs After
Without StaffingLeads, recruiters juggle separate tools for each step. We bring the entire BD workflow together.
More detail: how the platform works · what the terms mean · the BD guide · pricing
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