01 / TARGET
Hiring demand research
We map employers, relevant roles, hiring activity and decision makers around the jobs your firm can actually fill.
Employer growth for staffing firms
More employer conversations.
More chances to fill.
Your recruiters know how to deliver. We help put them in front of employers with relevant hiring needs through focused research, personalized outreach, and qualified handoffs.
Managed service • Built around your specialty and market • No ATS migration required
FROM CAPACITY TO CONVERSATIONSTRATTON PROCESS
01
Know what you can fillRoles, locations, availability and client fit.
02
Find relevant hiring demandResearch target employers and decision makers.
03
Open the conversationPersonalized outreach and thoughtful follow-up.
04
Hand your team a next stepQualified replies, account context and clear ownership.
Recruiting capacity is only valuable when employers know you can help.
We connect your firm's hiring strengths to the employers most likely to need them, then show you exactly what the outreach produced.
The core service
Business development, operated for you.
A focused employer acquisition program for staffing firms that want more relevant sales conversations without building an entire outbound department.
02 / ENGAGE
Employer outreach
We develop messaging around your specialty, run measured outbound campaigns and manage the initial responses.
03 / ADVANCE
Qualified handoffs
We identify real interest, capture the employer's context and pass the opportunity to your sales team for discovery and closing.
The delivery model
A clear process. A visible pipeline.
AI helps with research and prioritization. People review messaging, manage replies and decide when an employer is ready for your team.
WEEK 01
Choose your lane
Align on specialty, territory, ideal employers and roles you can fill.
WEEK 01–02
Build the market
Research accounts, verify contacts and prepare a client-approved outreach plan.
WEEK 02+
Run outreach
Send targeted messages, follow up, qualify replies and route interested employers.
EACH WEEK
Improve the pipeline
Review response quality, meetings, job-order opportunities and next actions.
Made for your existing operation
Start without rebuilding your recruiting stack.
We work alongside your team. An ATS connection is optional for the employer outreach pilot; a short intake, agreed target market and a sales contact are enough to begin.
- One owner on your side to take qualified conversations
- Specialties, geography and employer exclusions agreed up front
- Optional CSV of former clients for reactivation
- Optional client-approved, verified talent availability for candidate-backed outreach
What counts as qualified?
A conversation your team can act on.
An employer matches the agreed market, a relevant contact expresses interest in discussing hiring or staffing needs, and your team receives the context and a next step. We report replies and job-order opportunities separately; a reply is not a job order.
Talk through your market ↗Straightforward plans
Choose the amount of market you want covered.
Every tier includes research, client-approved messaging, outreach management, reply qualification, handoffs and performance reporting.
Standard
For a firm testing a repeatable employer acquisition lane.
$3,000 / month
- One specialty and one territory
- Up to 100 target employers researched monthly
- One email outreach program
- Qualified reply handoff and weekly report
- Monthly strategy review
RECOMMENDED
Elevated
For a team expanding coverage and reopening existing relationships.
$4,000 / month
- Two specialties or territories
- Up to 200 target employers researched monthly
- Two tailored email outreach programs
- Past-client reactivation from your approved list
- Qualified handoffs, weekly report and two strategy reviews monthly
Premium
For a firm that wants deeper account coverage and hands-on growth planning.
$5,000 / month
- Up to three specialties or territories
- Up to 300 target employers researched monthly
- Multiple stakeholder outreach at priority accounts
- Past-client reactivation and 25 priority account briefs
- Weekly growth reviews and tailored sales handoff notes
One-time setup: $1,500. Plans begin with a 90-day pilot. Target employer volumes are research limits, not promised replies, meetings, job orders or placements. Scope and launch date are confirmed in your proposal.
Additional capabilities
More support when the growth engine needs it.
These are separate projects scoped to your existing systems and recruiting team. They are not included in the monthly employer acquisition plans.
Candidate acquisition
Recruitment ads, focused landing pages and applicant intake for hard-to-fill roles.
Recruiting workflow automation
Candidate follow-up, scheduling, CRM workflows and routing where a clear workflow makes sense.
AI voice intake
Applicant questions, first contact and routing, with human review and appropriate disclosure.
Growth advisory
ICP, offer, account strategy and sales process reviews to improve what happens after a reply.
What we measure
See what moves from outreach to revenue.
Your dashboard should distinguish activity from results. The account owner remains responsible for discovery, pricing, job orders and filling roles.
01 / CoverageRelevant employers researched and contacted.
02 / EngagementInterested responses and qualified conversations.
03 / OpportunitiesDiscovery calls and job-order discussions.
04 / RevenueOrders won, placements and gross profit reported by your team.
Common questions
What happens before we start?
Do we have to change our ATS?
No. The employer acquisition pilot can launch alongside your current systems. We agree how opportunities are handed to your team before outreach starts.
Do you guarantee job orders?
No. Hiring decisions, vendor approval and timing are controlled by employers. We commit to the agreed research, outreach, qualification and reporting scope, and we show job-order discussions as a separate outcome.
Do you need candidate information?
No. If you want candidate-backed messaging, your team first verifies availability, approves what may be shared and supplies the relevant details. We do not claim to have candidates without that input.
Who handles a positive employer reply?
Stratton screens for fit and passes along the context and next step. Your sales lead runs discovery, negotiates terms and owns the client relationship.
Which staffing firms are a fit?
Temporary, contract and direct-hire firms can use the process if they can specify the roles they fill, the employers they serve and who will follow up with interested accounts.
Let's find the right employers