01The challenge
The placement capability was never the constraint. Finding employers at the moment they were hiring was.
- Manual prospecting capped discovery. The team could only look at as many employers as it had hours for.
- Qualification was inconsistent. Urgent roles and idle ones sat in the same list, so priority was guesswork.
- Access stopped at the switchboard. Reaching HR and hiring managers directly was the whole difference.
02How we approached it
We treated an open role as what it is: a dated, public artefact proving a buying window is open right now.
- Tracked live postings across four sectors continuously, rather than sampling the market occasionally.
- Qualified role, urgency and decision-maker before anything was sent.
- Organised conversations by status so follow-up landed only on roles still open.
03Why it worked
The work is not finding the posting. It is confirming the seat is still open, still funded, and still owned by the person you are about to write to.
Once that was consistent, pipeline stopped depending on how many hours the team spent searching.