Reach CrewStart free

Industry: Recruiting and staffing

Reach the hiring managers with open roles

Job boards tell you who is hiring. They do not tell you who owns the role or how to reach them. Reach Crew finds the manager behind the opening and writes a note about that role, not your firm.

Set a goal like this How it works

1,000 free credits that never expire. No card.

Who you would reach

Who signs in recruiting and staffing. And why each is worth a note.

Recruiters and staffing firms win business from the person who feels the empty seat. That is rarely the careers page. It is usually one of these.

  1. The hiring manager for the open role

    A Director of Engineering or a Plant Manager who has been short a person for weeks. They care about speed and fit more than fees.

  2. Head of Talent or Talent Acquisition

    Owns the agency list and the hiring plan. When open roles pile up faster than their recruiters can work them, outside help gets approved.

  3. HR Director at a mid-size firm

    At companies under 1,000 people, HR often runs hiring alone. A firm that takes a hard search off their desk is a relief.

What Scout reads

The signals that say now. Each one public, each one shown.

Every person comes with the reason they fit and the page behind it. A goal can ask for a signal, and a fresh one adds to the fit score even when it does not. Meet Scout.

  • HiringSeveral open roles of one kindFive open nurse or warehouse roles at one firm says more than one posting. Your goal can name the kind of role, and the openings show as the reason.
  • Headcount growthStaff up 20 percent in a yearFast growth means hiring is now a standing problem, not a one-off. These firms are the most likely to sign a retained or contract agreement.
  • Title and levelThe manager, not the recruiterTitles are weighed in the fit score, so a Director of Engineering ranks above an internal recruiter when your goal asks for the hiring manager.
  • Country and cityYour metro areas onlyStaffing is local. Name the cities you place in, such as Dallas and Houston, and the list stays inside the markets you can actually serve.

An example goal

One sentence in. Three people out, with reasons.

Reach 35 engineering directors at Texas software companies with more than 10 open engineering roles, in Austin and Dallas, by February.

Verified means 2 sources confirm the work email. Every person and firm here is fictional.

Goals / Recruiting and staffing
People found3 shown, each with the reason they fitAll verified
  • James MarshDirector of EngineeringCopperline SoftwareAustin, TXHiringHas 14 open backend roles, most posted over 30 days ago.Fit score 95Verified
  • Ana RuizHead of TalentRedbird Health TechDallas, TXHeadcount growthCompany headcount grew 35 percent in the past year.Fit score 91Verified
  • Ellen ShawVP of EngineeringMesa PaymentsAustin, TXTheir own postsPosted that the team will double by summer.Fit score 87Verified

A sample email

Short, personal, and waiting for your approval.

Hiring managers answer about their own open role, so the note names it, shows speed and offers profiles, not a pitch.

  • Jordan EllisPartner, Bluebonnet Talent
  • Sends at 9:30 am on a weekday, their time
  • From your own Gmail or Google Workspace
  • Waits for you. Change any word first.
Draft from WriterFirst email to James Marsh

Director of Engineering, Copperline Software

ToJames MarshCC / BCC
Your 14 backend roles

Hi James,

I saw Copperline has 14 backend roles open, and several have been up for over a month. That usually means the team is interviewing instead of shipping.

We place senior backend engineers in Austin only, and our last six placements started within 25 days. Every candidate we send has passed a paid take-home first.

Would two profiles that match your stack be useful this week? No fee unless one joins.

Best,

Jordan Ellis

ApproveSkipEdit

Writing to recruiting and staffing. Four things that work.

  1. Write about the role, not your firm

    Open with the title and the count. A manager who has a seat empty for six weeks reads anything about that seat.

  2. Go after roles open 30 days or more

    A fresh posting gets handled in-house first. A role still open after a month is the one they will pay to fill.

  3. Offer profiles, not a call

    Two anonymized profiles that match the stack prove you understand the role. A call request asks them for time they do not have.

  4. Respect their own recruiters

    Do not go around a talent team that has said no. Your do-not-email list keeps anyone who opts out from hearing from your firm again.

Questions, answered.

For anything else, write to hi@reachcrew.app or read all questions.

  1. Can Reach Crew find the manager behind a job posting?

    Your goal names the role and the kind of company, and each person found comes with their title and the reason they fit, such as the open roles on their team. You see the level before anything is written.

  2. Is this allowed for recruiting outreach?

    Every email carries your business address and an unsubscribe link, and anyone who opts out goes on your do-not-email list. Follow-ups stop on any reply, bounce or unsubscribe.

  3. How many hiring managers can I reach for free?

    The free Explore plan has 1,000 credits that never expire. Finding a person is 10 credits, checking the email 6, writing the draft 10 and each send 1, so about 34 people end to end.

  4. Can recruiters on my team each run their own goals?

    Yes. Every plan has every feature, and each recruiter sends from their own Gmail or Google Workspace, warmed up slowly so the mailbox keeps its good name.

Keep reading. Use cases, guides and the crew.

Use cases

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Roles to reach

Reach the right people in recruiting and staffing

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