BUILDING YOUR CANDIDATE PIPELINE
Reach the Candidates Who Aren't Applying to You
The best people for your open roles are rarely searching job boards. They’re already employed, doing solid work, and not actively looking, which means a job posting alone will never reach them. Most of the workforce falls into this category: open to the right move if someone makes a real case for it, but not spending their evenings scrolling listings.
That’s the gap outreach is built to close. Your postings attract whoever happens to be looking right now. We go find the people who aren’t, and start a real conversation with them. The result is a pipeline built from candidates who were never going to apply on their own, not just a faster version of the same applicant pool.
Multi-Channel Candidate Outreach
We reach candidates through LinkedIn, email, and phone, not just one channel. Multi-channel sequences consistently outperform single-channel outreach, since different candidates respond to different formats. A senior engineer might ignore your InMail but answer a call. We track what works and adjust as we go.
Personalized, Not Templated
Generic outreach gets ignored. We research each candidate before reaching out, their background, current role, and what would actually make a move worth their time, and write messages that reflect it. Templated blasts get filtered out fast; personalized outreach is what gets replies.
Qualification & Follow-Up
Getting a reply is only step one. We qualify interest and fit before handing a candidate to your team, and we follow up consistently instead of letting warm leads go cold. Most candidates don’t respond to the first message, so persistence built into a structured sequence matters more than any single message.
BUILDING A PIPELINE, NOT JUST A LIST
Outreach That Builds Relationships, Not Just Contact Volume
Sending more messages isn’t the same as reaching more candidates. Once a channel gets treated as a numbers game, response rates fall and the best candidates start filtering it out entirely. We focus on fewer, better-targeted messages instead of mass outreach, because a candidate who’s genuinely a fit is worth more than a hundred who aren’t.
Our team integrates with your existing hiring process, so candidates who respond move straight into your pipeline with full context on why they were contacted and what they said.
Our Outreach Process
How Can Our Team Help You to Reach Your Goals
Role & Candidate Profile
We review the role, the ideal candidate profile, and where those people are likely already working, so outreach starts with a clear target instead of a broad net.
Research & List Building
We identify and research individual candidates who match, using LinkedIn, our sourcing tools, and direct research, not a bought or generic list.
Outreach & Follow-Up
We run personalized, multi-channel sequences and follow up consistently, since most candidates respond after more than one touch, not the first message.
Qualified Handoff
Interested, qualified candidates get handed to your team with full context, their background, what was discussed, and their current interest level, so you’re not starting the conversation from zero.
TRANSPARENT PRICING
What This Costs, and What You Get For It
Candidate outreach is billed hourly, at $7 to $9 per hour, so you’re paying for the actual work being done, not a flat retainer regardless of output. This works well as a standalone service or paired with LinkedIn Candidate Sourcing for a full outreach pipeline.
- Full access to enterprise sourcing and outreach tools (LinkedIn Recruiter, ZoomInfo, Apollo, Lusha) at no extra cost
- CRM and ATS integration, so candidate activity stays visible in the systems you already use
- Outreach aligned to your working hours and time zone
- No long-term contract required, scale outreach up or down as your hiring need changes
See the full pricing breakdown for how this pairs with other services like sourcing and full-cycle RPO.
Frequently Asked Questions
What is candidate outreach, and how is it different from posting a job?
Job postings are reactive. You publish a role and wait for people to apply, which means you’re only hearing from candidates who are actively job hunting right now. Candidate outreach is proactive: we start the conversation with people who haven’t applied and, in many cases, aren’t actively looking at all.
This matters because the strongest candidates are often passive. They’re not scrolling job boards. The only way to reach them is to reach out directly, and to do it in a way that gives them a real reason to respond.
Why is this service called "Lead Generation & Candidate Outreach"?
In recruiting, a “lead” isn’t a sales prospect, it’s a promising candidate who hasn’t entered your pipeline yet. This service is entirely focused on finding and engaging potential hires, not on generating sales leads for your business. If you’re looking for B2B sales lead generation, that’s a different conversation, this service is built specifically for hiring.
How many messages does it usually take to get a response from a candidate?
More than one, in almost every case. Industry data puts the average at around five touchpoints before a passive candidate turns into an actual conversation, and campaigns that combine LinkedIn, email, and phone significantly outperform single-channel outreach.
That’s why our sequences are built around consistent follow-up rather than a single message and a wait-and-see approach. A candidate who doesn’t respond to the first LinkedIn message might respond to a follow-up email a few days later.
What channels do you use for outreach?
We use a mix of LinkedIn, email, and phone, chosen based on where a given candidate is most likely to respond. Some candidates are highly active on LinkedIn and rarely check outreach email. Others barely check LinkedIn but answer their phone. Running outreach across multiple channels, rather than betting everything on one, is what drives higher response rates.
How is this different from your LinkedIn Candidate Sourcing service?
Sourcing and outreach work together but do different jobs.
- Sourcing is about finding and building a pool of candidates who match a role, researching who’s out there and whether they fit.
- Outreach is about actually reaching those candidates, engaging them, and following up until they respond or opt out.
Many clients use both together: sourcing builds the list, outreach engages it. You can also use outreach on its own if you already have a candidate list and just need help reaching them effectively.
How much does this cost, and what's included?
Candidate outreach is billed at $7 to $9 per hour. That includes full access to our sourcing and outreach tools (LinkedIn Recruiter, ZoomInfo, Apollo, Lusha), CRM and ATS integration so activity stays visible on your end, and outreach scheduled around your business hours. There’s no setup fee and no long-term contract, you can scale the engagement up or down based on your current hiring needs.