PilotA business development engine that reaches HR leaders at the right moment
Signal-based outreach that finds HR leaders who are actually in the market for a recruiter right now, backed by a purpose-built CRM and dashboards, and email copy people actually open.
Why it needed building.
Recruitment agencies chase new clients with the same generic list every quarter. Most of it lands on HR leaders with no active need, so reply rates stay low and business development becomes a numbers game instead of a targeting problem.
We built an engine that only reaches out when there’s a real reason to: someone just changed roles, a company is quietly replacing a team, a hiring post just went up on LinkedIn, or a career page opened new roles. The message references the actual signal, not a template.
Piece by piece.
Four buying signals tracked continuously: the 90-day window after someone changes jobs, roles being quietly backfilled or replaced, new hiring posts on LinkedIn, and roles freshly opened on a company’s own career page.
Exa and Manus used to find and qualify the right HR leader or hiring manager for each signal, so outreach lands on the person actually making the call.
Short, specific first lines written from the signal itself, tested for open and reply rate, with subject lines built to get opened, not filtered.
A CRM built around how the agency actually works, not a generic template, with the signal, contact and sequence status all in one record.
A live view of signals detected, sequences running, replies and booked calls, so BD is measurable instead of a black box.
Multi-touch sequences matched to the signal type, so a talent-replacement lead and a 90-day job-change lead don’t get the same pitch.
Press run to see it work.
A simplified version of the real workflow, with sample data.
Workflow
Run logSample data
The difference it makes.
We only publish numbers clients have verified. These are the changes in how the work gets done.
Every message references something true and current about the prospect, not a generic pitch.
Targeting people who are actually likely to need a recruiter now, not a cold list.
Dashboards show what’s running, what’s working, and what to fix.