Your recruiters spend 60% of their time finding clients and sourcing candidates. We automate both — detecting hiring signals before jobs hit LinkedIn, identifying decision-makers, and running outreach at scale so your team can focus on closing.
The staffing industry runs on outbound. But most agencies are still doing it the way they did in 2015.
Your highest-paid people spend most of their day searching for clients and sourcing candidates instead of filling roles and building relationships.
Job boards, LinkedIn Recruiter, ZoomInfo — every agency uses the same tools and contacts the same people. You're competing on speed, not insight.
By the time a company posts a job, they already have 10 agencies in their inbox. The real advantage is reaching them before the req goes live.
Client acquisition and candidate sourcing are both manual, disconnected processes. Your team toggles between spreadsheets, LinkedIn, and email all day.
We build two parallel outbound systems — one to fill your client roster, one to fill your candidate bench.
Find companies that need to hire before they post on job boards. Reach the right decision-maker with a message that proves you already understand their hiring pain.
Build a bench of qualified, reachable candidates before you need them. When a client signs, you're presenting candidates in days, not weeks.
Every client prospect and candidate gets enriched with signals that give you an unfair advantage over agencies using generic databases.
Companies growing headcount 10%+ quarter-over-quarter are about to need staffing help — whether they know it yet or not.
Which roles are open, how long they've been posted, how many times they've been re-listed. Long-open roles = a company that needs help.
Companies that just raised a round hire fast. We flag them within days of the announcement so you're first in the door.
When competitors downsize, two things happen: displaced talent needs placement, and surviving companies need to backfill. Both are opportunities.
Match candidate technical skills to client requirements automatically. If they need React developers, we find companies using React and candidates who know it.
Profile updates, "open to work" flags, new certifications, job anniversary milestones — early indicators that someone is ready to move.
Different specialties, same automation engine.
Place developers, DevOps engineers, data scientists, and product managers at companies actively building technical teams.
C-suite and VP-level placements require discretion, deep research, and warm multi-channel outreach — not mass emails.
Nurses, allied health professionals, licensed specialists — regulated industries with unique compliance and credentialing requirements.
| Activity | Manual / Traditional | With Valcat |
|---|---|---|
| Finding new clients | Cold-calling from bought lists | Signal-triggered outreach to companies about to hire |
| Candidate sourcing | LinkedIn Recruiter searches | Automated enrichment + passive candidate detection |
| Personalization | "We specialize in your industry" | References their open roles, tech stack, and growth signals |
| Follow-up | Manual, drops off after 2 emails | Automated 5-step sequences with reply detection |
| Time to fill pipeline | 2-3 weeks of manual prospecting | First sequences live in under 2 weeks |
| Client prospects / month | 100 – 300 | 10,000+ |
| Recruiter time on prospecting | 60% of their week | Near zero — they focus on closing |
Book a 30-minute call. We'll show you the hiring signals in your target market right now — companies about to hire, candidates about to move — and how we automate the outreach.
Book Your Free Signal Audit No commitment. We'll show you what your competitors are missing.Yes — that's exactly how we set it up. Engine 1 handles client acquisition (reaching companies that need to hire) and Engine 2 handles candidate sourcing (finding and engaging qualified professionals). Both run in parallel on separate infrastructure so there's no conflict or overlap.
We can push enriched leads and candidates into any ATS that has an API or accepts CSV imports — Bullhorn, JobAdder, Greenhouse, Lever, and others. We'll map the data fields during setup so everything lands in the right place without manual entry.
We build suppression lists from your existing client roster and candidate database. Before any sequence goes live, we cross-reference against these lists to ensure you never accidentally poach from a client or re-contact a placed candidate. The suppression lists are updated automatically.
All outreach includes opt-out mechanisms and complies with CAN-SPAM, GDPR, and CCPA requirements. For healthcare and regulated industries, we build compliance checks directly into the sequence logic — including TCPA considerations for SMS outreach and state-specific regulations.
Client acquisition sequences typically go live within 2 weeks — that includes domain setup, warmup, enrichment workflows, and the first campaigns. Candidate outreach can launch in parallel. Most agencies see their first signal-triggered meetings within the first month.
