Your buyer
publishes that
they need you.
For recruiting and HR firms, where the market announces every day who needs you right now - and nobody has time to read all of it.
- market
- Hungary
- company size
- 8-50 people
- the trigger
- an open role
- live in
- 30 days
In your segment
the signal is public.
Your segment differs from every other one we work with: your customers publish the fact that they need you. A posted role is a dated, public, unambiguous buying signal - nobody has to guess who is in the market.
The problem isn't missing information. It's that hundreds of new postings appear every day, and by the time somebody has read through them, three competitors have already called. Whoever speaks first, and speaks well, takes the mandate.
You don't need more data. You need to answer within a day what appeared yesterday.
It doesn't grind lists.
It hunts signals.
Every morning the machine reads which roles opened, which searches have stalled, and where leadership changed. It writes only where there is a real mandate.
fresh posting
Posted today. The fastest approach takes the mandate - the seventh is noise.
stalled search
The same role open for forty-five days. Internal hiring isn't working: they're open to an outside firm.
several open roles
Multiple postings from the same team at once. They're scaling and HR can't keep up.
fresh funding
Funding is followed by hiring waves. Worth being there before the posting goes up.
leadership change
A new leader almost always brings team-building - and rarely with the incumbent supplier.
a first-of-its-kind role
A role they've never had before. No internal playbook exists, so they need the specialist.
↳ these are examples - in the first two weeks your machine gets tuned to your own specialism
Thirty days,
step by step.
↯This is a scenario, not a case study from an existing client. We are looking for our first client now - the moment there are measured results, they go here instead of an invented number.
We work out which mandates you win.
Not every role is worth the same. We go through the mandates you won and lost, and it becomes clear at which company size, industry and seniority you're unbeatable. Those are the only ones we chase.
Your GTM knowledge base gets built.
How you convince the HR lead, how you convince the founder, what you answer to "we already have a partner", and how fast you usually fill. That becomes the argument set the machine works from.
The machine goes live.
Each morning it reads the fresh postings, filters the ones that fit you, finds the decision-maker, and writes about that specific role. Not a generic introduction.
Sharper every month.
It becomes clear which seniority and which opening gets replies, and the machine weights toward it. In six months it aims better than in week one.
Hi Gábor,
I saw the production engineering role has been open for six weeks, and that you reposted it.
That role is our specialism: at manufacturers your size we close it in about five weeks, because we already know the circle worth calling.
Do you have 20 minutes this week? I'll tell you where these searches usually stall.
Three things,
with dates attached.
We don't promise mandate counts - we don't control them. What we promise depends on us, and it carries a date.
The GTM knowledge base
Everything worth knowing about your buyers, your arguments and your market - written down, structured, on your own infrastructure. It stays yours.
The live machine
A system that finds, researches, writes, sends and follows up. On your domains, into your CRM. Not software you rent - an engine you own.
The learning loop
What got replies, what didn't, what we changed. One page, with numbers. Not a dashboard login - a readable answer to what is happening.
What a recruiter
usually asks.
“We read the job boards too.”
You do - when there's time. The machine reads all of them every morning, filters the ones that fit you, and has the email written before you get in. The difference isn't access. It's that this never gets skipped.
“Our business comes from relationships.”
And it stays that way. The machine doesn't replace your network, it covers the circle where you don't have one yet. You still walk into the meeting yourself.
“This market is too unpredictable.”
That's exactly why it works: if the mandate is unpredictable, the number of companies you reach decides. One person manages ten a day. The machine manages fifty, every day, without a gap.
“Who actually does the work?”
The two of us. No account manager, no junior we hand it off to. The person on your first call is the person building the system.
If it doesn't bring clients,
it doesn't cost much.
The most common objection isn't “I don't believe it.” It's “what if it doesn't pay off?”. So it's built like this:
Most of the money is a success fee.
A low monthly retainer, with the larger part due when you win a client. The setup fee covers building the machine - not a deposit against results.
Do the math, don't take our word.
Take your average placement fee and divide by the monthly retainer. In search, one extra mandate a quarter usually covers it.
Built once, runs long.
The machine keeps running past six months without a rebuild. The setup fee spreads across that whole period, not one month.
If it doesn't add up against your numbers, we'll tell you that too.
We'll say so on the first call if we're not a fit. Cheaper to hear it now than in six months.
Let's run it
against your numbers.
Thirty minutes, free. We look at where your mandates come from today, how fast you react to a fresh posting, and whether a machine is worth building for you. If it isn't, we'll say so - and you keep the findings.