For staffing, recruiting & search agencies
The Ultimate Placement
We find and book qualified hiring-manager meetings with the companies that have open roles to fill now, pinpointed by job-posting, hiring-surge, and expansion signals, so you win new client accounts while your recruiters stay on the desk doing what they do best.
Your recruiters can fill the roles, the sourcing, the screening, the speed, the relationships do the work. Growth comes down to one thing: getting in front of the right company at the moment it has roles to fill, before another agency does. Most firms lean on referrals, repeat clients, and recruiters squeezing in business development between submittals. But that's slow and finite, and almost no firm has anyone systematically finding the companies that just hit a hiring trigger.
Sources: Staffing Industry Analysts (SIA) U.S. staffing forecast (2026); American Staffing Association (ASA) industry data; ManpowerGroup Talent Shortage survey (2025).
The opportunity is enormous. The U.S. staffing market runs $183.3 billion a year and is the largest in the world, but it's split across 27,000 firms, so winning isn't about demand, it's about reach. Every company with an open role is a prospect: a direct-hire fee of 15 to 30% of first-year salary, or a temp markup of 25 to 70% billed every week the worker is on assignment. The catch: the companies that need you, a business scaling headcount, a plant ramping a new shift, a firm whose last agency missed, don't know you exist, and referrals reach only the ones your current clients happen to know.
But who's making that happen? Usually your recruiters, squeezing in a few calls between submittals and interviews, buried in candidate work with no time to prospect. Referrals don't scale to every employer in your market, and job-board responses put you in a bake-off with five other agencies. The right-fit companies are out there, posting roles and ramping headcount right now; no one is identifying them by hiring signals and reaching out on purpose. Client pipeline is the part we fix, with data that pinpoints companies hiring now, and outreach that gets you in front of the hiring manager first.
Not "leads." Not a job-board lead sold to five agencies. A confirmed meeting with a hiring decision-maker at a company that genuinely has roles to fill, the right industry, role types, and location for your desk, at a real hiring trigger, and early enough that you're the first agency in the conversation, warmed up before they arrive, ready for you to do what you do best: win the job order.
We identify the right-fit company before it ever posts to a job board, combining industry and role fit (sector, role types, company size, location) with hiring signals (a spike in job postings, a hiring surge, a new facility or shift, fresh funding, a department scaling) using ZoomInfo and premium data. Then we reach the hiring decision-maker, qualify the need, and book the meeting. You meet companies that actually need to hire, not shared lead lists.
That qualification is the whole point: your team's time goes to companies that genuinely need to hire and fit your desk, not recycled job-board leads. You spend your days in hiring-manager meetings that become job orders and placements.
Programs run $5,250/mo (one dedicated Playmaker) to $14,750/mo (three), on six-month terms, data, technology, and management included. Set that against the math that actually matters in staffing: one client account places role after role, a single direct-hire fee can run tens of thousands, and a temp account bills every week the workers are on assignment. A handful of won accounts usually pay for the whole program, many times over.
In-house BD rep
~$154K
per person, per year, all-in
Salary, benefits, tools, data, management, and a 3 to 6 month ramp before they're productive. A rep who can't fill the pipeline still costs every penny.
Calling shop / per-seat
~$11K
per seat, per month, typical
Shared job-board leads, auto-dialers, activity reports. You pay for the same opening five other agencies are already chasing.
Alleyoop programs
$5,250–$14,750
per month, six-month terms
One flat fee, the team, the data, the technology. Qualified hiring-manager meetings on your calendar, live in under 30 days. See the programs →
One connected system, not a phone bank. Firmographic data finds right-fit companies, marketing warms them to your agency, we read the signals that reveal a hiring trigger, we qualify the need, and a real person books the hiring-manager meeting.
We build the target list, companies of the right industry, size, and location for your desk, hitting a hiring trigger, pinpointed by firmographic data and job-posting and hiring signals using ZoomInfo and premium data.
The right marketing warms those exact companies to your agency and your track record before any outreach, so your name carries weight when the first conversation happens.
Our technology reads the triggers that precede a hiring decision, a spike in job postings, a hiring surge, a new facility or shift, a funding round, a department scaling fast, often long before the company calls an agency.
We qualify the things that actually matter, fit for your desk, the company's genuine need to hire, and timing, so a hiring-manager meeting is a serious prospect, not a curiosity.
When a company genuinely needs to hire and is genuinely interested, a dedicated Playmaker, a real person, has the conversation and books the hiring-manager meeting on your calendar.
By the time a company posts a role to a job board or calls an agency, the urgency is already public, and you're one of five firms racing on the same opening. But the need showed up in the data well before: the company raised a round, announced a new facility, started ramping a shift, or quietly let go of the agency that kept missing. Those triggers are visible in the hiring data before the req is ever posted. The agency that reads them and reaches out first wins the job order, on relationship, before it's a price war.
So the outbound has to be always-on and signal-driven. A program is live in under 30 days, with first hiring-manager meetings landing in weeks 3 to 4, which means a steady flow of companies genuinely hitting hiring triggers while competitors wait on referrals and job-board responses. The earlier you read the signal, the more job orders you win before they turn into a price war.
And it compounds. One won client account places role after role, a temp account bills every week the workers are on assignment, and a happy hiring manager brings their next reqs and refers peers. The right-fit companies you reach this quarter become the job orders next quarter and the accounts you staff for years after. An agency that prospects on data fills its desk faster than it empties, and builds a pipeline competitors never see.
Three things make staffing ideal for a real outbound program: one client account places role after role and bills for years, the right-fit company is identifiable by job-posting and hiring signals before it ever shops, and a huge, fragmented market rewards whoever reaches the hiring manager first. Win an account and you're not making a sale, you're opening a stream of job orders. The only hard part is reaching the right companies first. That's the one thing we do.
A client places role after role, a temp account bills every week a worker is on assignment, and a happy hiring manager brings their next reqs. So a meeting that becomes an account isn't one sale; it's recurring, growing revenue. Outbound that fills your pipeline pays back for as long as you staff them.
A company that needs to hire leaves fingerprints in the data: a spike in job postings, a hiring surge, a new facility or shift, fresh funding, a department scaling fast. We screen for that firmographic and hiring fit with ZoomInfo and premium data, so you reach companies that genuinely need you, not shared job-board lists.
Your recruiters are buried in sourcing, screening, and submittals; business development is the first thing that slips. That's why most agencies grow only as fast as referrals allow. We own the top of the funnel and book the hiring-manager meetings, so your desk gets fed while your recruiters keep placing.
Straight answers to what operators ask before they start a program. New to the model? Start with the full guide: what outsourced appointment setting is and what it should cost.
Most agencies grow on referrals, repeat clients, and recruiters prospecting between submittals, fine, but slow and unpredictable against 27,000 competitors. The edge is reaching companies at the moment their hiring need appears, by combining industry and role fit with the signals that precede a hire: a spike in job postings, a hiring surge, a new facility or shift, fresh funding, an agency that just missed. Outsourced appointment setting does that systematically: using firmographic and hiring data to find companies that need to hire, reaching the decision-maker first, and booking qualified hiring-manager meetings with your team.
It is paying a specialized team to find, contact, qualify, and book hiring-manager meetings with the companies that have open roles to fill, so your recruiters stay on the desk instead of cold prospecting. The provider supplies the people, the data, and the technology; you supply the recruiting expertise and the relationship that wins the job order.
Expect $5,000-$15,000 per month for a serious program. Alleyoop runs $5,250/mo for one dedicated Playmaker to $14,750/mo for three, on six-month terms with data and technology included. Because one client account places role after role, a direct-hire fee can run tens of thousands, and a temp account bills every week the workers are on assignment, a handful of won accounts usually cover the program many times over.
Now, and then continuously. Companies need to hire at specific moments, a funding round, a new facility, a shift ramp, a seasonal peak, or an agency that let them down, and those moments show up in the data as they happen. A program is live in under 30 days with first hiring-manager meetings in weeks 3-4, and running always-on means you reach companies the moment they hit a hiring trigger, instead of waiting for a referral that may never come.
Most agencies need both. Your recruiters run sourcing, screening, and placements day to day; they rarely have the time or inclination to mine data and cold-prospect employers. Outsourcing the top of the funnel, identifying the right-fit companies and booking the meeting, lets your recruiters do what they do best, while a specialist fills the calendar with real hiring-manager meetings at a fraction of the cost of another full-time hire.
We combine firmographic data with hiring intent, using ZoomInfo and premium sources. Fit: the right industry, role types, company size, and location for your desk. Trigger signals: a spike in job postings, a hiring surge, a new facility or shift, fresh funding, a department scaling, an incumbent agency that's slipping. Then we qualify fit and genuine need before booking, so a hiring-manager meeting is a real prospect, not a curiosity.
Lead generation usually means a list of company names, or shared job-board leads sold to several agencies at once, that you still have to chase. Appointment setting goes further: a real person screens for industry and role fit, reads the job-posting and hiring signals, qualifies the need, and books a confirmed hiring-manager meeting on your calendar. You get a genuine, exclusive prospect in front of your team, not a recycled lead list.
U.S. staffing is a $183-billion market split across 27,000 firms, and the companies that would hand you their job orders are hitting a hiring trigger right now: a funding round, a new facility, a shift ramp, an agency that let them down. The firms that win are identifying those companies by hiring signals and reaching out first, while competitors wait on referrals and job-board responses. Start now and you'll have qualified hiring-manager meetings on the calendar in weeks. Let's fill your desk.
The assist is ours. The win is yours.