Lead generation for recruitment agencies
When a company starts hiring for the roles a staffing agency specialises in, the agency sees the opportunity quickly and gets the right hiring context to offer its candidate-search services.
The situation
A staffing agency wins business when it speaks to an employer at the moment that employer needs help finding people. Most business development starts with a static company list: a sector, a location, or an employee range. That list may be accurate, but it says nothing about whether a company is hiring this month.
A job post is different. A company hiring for the agency’s specialist roles has a live requirement, a budget, and a hiring manager who needs candidates. That is a useful buying signal, but only when someone is consistently watching for it.
The agency needed a way to find those new hiring signals every week, filter out companies outside its ideal customer profile, and give recruiters the context to offer candidate sourcing rather than send generic outreach.
The constraint
The workflow processes companies asynchronously so one slow enrichment does not hold up every other result. That creates a risk: results can return out of order. If an enrichment result is not matched back to the company and job post it came from, contacts can be attached to the wrong employer while everything still looks plausible.
Every result is therefore correlated with its originating company and job ID before anything is written. Unmatched or stale records are dropped rather than guessed at.
Cost matters too. Enrichment is paid per company, so filtering after enrichment means paying to discover a company was never a fit. The employee-count and ideal-customer-profile checks run first, using available data, and only qualified companies go to paid enrichment.
Rate limits shaped the final design. The job search processes locations in sequence, with deliberate waits between requests. It is slower by design, but it can run every week without manual supervision.
What we built
A scheduled workflow searches recent job posts for the roles the staffing agency specialises in, across its chosen locations. Each employer is queued separately so slow lookups do not block the rest of the batch.
The workflow filters each company against the agency’s ideal customer profile before paid enrichment. Companies that pass are enriched, matched back to the original job post, and turned into contacts in Databar.ai.
Each contact includes the information a recruiter needs to start a relevant conversation: name, work email, LinkedIn profile, company, country, the hiring role, and the job-post context. The agency can offer help finding candidates for a real open position rather than opening with a generic sales message.
Process diagram
Where it stands
The system runs weekly and gives recruiters fresh employer leads based on active hiring needs. Every lead includes the role and company context needed to decide whether the opportunity is worth pursuing.
Next
Customer re-engagement automation that knows when not to send
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