Generating qualified B2B leads for a specialist recruitment firm
A specialist recruitment firm focused on technology and senior hiring for Global Capability Centres (GCCs), technology companies and engineering-led organisations wanted to generate qualified enterprise leads through LinkedIn outreach.
Hard-to-fill roles, and buyers tired of CV volume
The firm differentiates itself through specialised recruiters, detailed candidate screening and a focus on hiring outcomes rather than CV volume. Its buyers often struggle to close niche technology and leadership roles: long hiring cycles, unsuitable CVs and candidates dropping out at the offer stage consume time for HR teams and business leaders alike.
The objective was to reach decision-makers in growing GCCs and technology organisations, start relevant hiring conversations, and position specialist recruitment as a practical answer to difficult-to-fill roles.
Five audiences, five hiring problems
Outreach was segmented by audience and tailored to each group's hiring priorities. The campaign used personalised LinkedIn connection notes, structured follow-ups, email outreach, voice notes and memes, with messaging centred on practical hiring challenges and the value of a better-qualified shortlist.
HR leaders
Candidate quality, screening efficiency and less time spent reviewing CVs.
CXOs and business leaders
The cost of prolonged vacancies and hiring delays on business execution.
GCC decision-makers
Aligning global hiring plans with India's talent market.
Engineering and technology leaders
Specialist skills, difficult-to-fill roles and fewer unnecessary interview rounds.
US and UK recruitment firms
A managed recruitment delivery model through dedicated teams in India.
Relevant conversations, every month
| Metric | Average result |
|---|---|
| Connection acceptance rate | 50% |
| Response rate | 40% |
| Leads generated per month | 15 |
Three themes in every conversation
Quality over volume
Fewer, better-qualified candidates and less time wasted on unsuitable profiles.
Hiring outcomes
The firm's reported conversion rates: about 75% from CV to interview, and 75–80% from offer to joining.
A specific reason to engage
An invitation to discuss one difficult open role, or to explore a managed recruitment team in India.
Lead with the hiring problem, not the agency
- Audience-specific messaging tied the recruitment offer to each person's own business problem.
- Practical hiring challenges gave prospects a clear reason to respond.
- Multiple touchpoints across LinkedIn and email created more chances to engage.
- Offering to discuss one difficult role made the next step concrete and easy to say yes to.
- The offshore recruitment offer gave US and UK staffing firms a distinct reason to engage.
Lead with the hiring challenge, show the value of specialist screening, and tailor the conversation to the person responsible for solving the problem.
With average acceptance and response rates of 50% and 40%, and an average of 15 leads a month, the campaign put relevant conversations ahead of broad, untargeted outreach.
Services used in this engagement
Go deeper
The method behind this result.
- ReadLinkedIn Outreach Sequence: The 5-Touch StructureThe warm-first LinkedIn sequence: what to say in the opening DM and how to follow up.
- Guide58 Meetings Booked from 600 LinkedIn ConnectionsThe five-step LinkedIn framework: ICP, positioning, warm-up, a five-message sequence and follow-ups.
- ReadMulti-Threading the B2B Buying CommitteeHow to reach several stakeholders in one account, each with a message about their own problem.
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