Outbound OSL VSL

Outbound OS is a done for you client acquisition engine built exclusively for recruitment agencies.

We have been working with recruitment agencies for the past four years and we've done more than 200 different use cases.

Which is not just sales and client acquisition.

But this is one of our most commonly deployed system.

Right.

What does it do?

It runs daily, gets scheduled email and LinkedIn outreach sent to high intent leads.

Not going to people and saying hey, first name.

I saw you are a CTO and I am a tech recruiter, so why not book a call, here's my calendar link, let's get on a call.

Is this of interest?

We don't send stuff like that.

Right.

What we do is we set up four different intent playbooks.

Could be companies with multiple open jobs, could be companies that don't have talent, acquisition teams, companies that recently raised funding.

a CTO that just moved into a job and posted on LinkedIn and, and has three tech people in his team while his company just signed two grants with, I don't know, defense contracts for example.

Right.

So there is clear intent.

You could reference that news, you could congratulate them and still come from a place of value and not be this spammy, salesy, pushy recruitment agency that nobody likes to respond to.

So that's the goal.

what are the deliverables?

Also we do give, we set up multi channel sequences.

There's also potential for setting up manual tasks for you to dial these people.

and I'm not gonna promise you things like you set this up and then you never have to do bd.

It's nothing like that.

You will be involved in this process.

This system generates you conversations and an active pipeline of people, who would be replying in LinkedIn on email, in one way or the other.

Whether they give you business now or in three months or in six months would be decided by how you engage them and how we get on the call and what do we say?

Right, because recruitment has longer life cycles, sales life cycles than any other industry I've worked in.

And also recruitment is the hardest place to crack outmount in now.

Why recruitment agencies can grow past that ceiling.

One BD stops when delivery gets busy.

I hear this every, not even every week, almost every single day, every discovery call I do, people tell me, hey, I have, I do some bd, I do cold calling, I get five roles, I get to working on those five roles and then I don't do any bd, right?

So no engine, no system running in the back background.

One that's the biggest problem.

Second, spray and pray doesn't work in recruitment.

Like I just said, you cannot just build a list of a certain criteria and just reach out to them and blast emails and blast LinkedIn messages that sound like, hey, first name.

I saw you are CTO at Company name, and here's a coffee shop near your house.

Nobody likes that stuff.

People can see that coming from a mile away.

Manual, LinkedIn and email is a time sink, right?

You cannot sit there and send 25 LinkedIn connects every single day, and send them a custom message to each person.

It would take you at least two hours to do this.

Now, the Almond OS pipeline, end to end.

What do we do?

We set up your ideal client profile in a way that we can put intent signals on it.

So we will first off, map your market, whether that's 3,000, 5,000, 20,000 companies in the locations that you tell us.

we use clay, Deepline, Apollo, also apify these days.

And I'm testing my CLAUDE code to do all this scraping.

So we use at least four different sources to build this data set first.

While we're at it, let me also show you what a market map looks like.

So if any one of you jumps on a call with us, we will build this for you for free.

For example, for this specific client or a prospect, we built a total addressable market of 5000 plus companies with 15,000 plus decision makers and we can contact more than 1600 every single month.

Right.

And you can see here, there's different type of signals here.

One, a company had a new CFO, another company is hiring a VP.

another one has expansion of plus 15% headcount in the last 90 days.

Right.

So priority can be higher, low.

You can also see which company is actively hiring, which company has headcount growth, which company has a search open and then finally you can also see which open jobs they have.

So we will give you, with clickable links, all of this real time data that you can see and act on for absolutely free before you make a decision.

So that's why we're different, because we build all of this before even taking on a client, because it allows us to qualify you or any, any recruitment agency and it allows them to also see what we've got.

Right?

We're not just going to say, hey, come work with us and we'll deliver all this and make promises.

We actually show you the roadmap of what we're going to do with live Clay Playbooks as well.

If you jump on a call, we will show you what's working for our clients, where we're running clay and also where we're running like a custom cloud based outbound OS system.

So yeah, just wanted to put there here as well.

first.

Then we put in 10 signals and we use clay, Apollo, I need to change this.

But we use clay.

We use LinkedIn and now lately CLAUDE for signal detection.

and we're experimenting with this.

CLAY is still, the best one that we use, but I'm experimenting with CLAUDE code as well, with different sources now.

data enrichment.

We use Apollo Clay, we use CLAUDE as well for this.

No, man, So how does it work?

The outbound OS pipeline, end to end for your icp?

We try to go from mapping this market to having value based conversations with key decision makers.

It's not salesy.

We just try to tell them hey, you have a problem or your company has clear intent and we can help you act on that intent.

That's as simple as that, right?

and then it starts with first mapping your market.

Whether that's a few thousand companies, whether that 25, 50,000 companies even depends on what you do, what region you in, who you target.

We help you define that as well because a lot of recruiters are not clear on who their market is and who would be the best decision maker.

most are 60 to 70% but still some companies are generally, some are operating in multiple, different ICPs and it just doesn't work.

When you start doing you know, building a GTM engine, you have to be specific with who you want to talk to and what you want to say.

So first we start with market mapping.

Then we use Clay, Deepline, claude, apify different tools for that to bring in data from different sources and then you know, combine that in one, one place.

we then we call this the total addressable market.

And we put in intense signals and tried to detect at least four, four different signals.

The most common ones are hiring surges, new fundings, competitor chaining, leadership changes, no internal talent acquisition teams.

And then we would only reach out when there is an excuse to have a conversation about something.

That's the beauty of this.

We enrich the data with waterfalls, with multiple sources.

It used to be only with Clay.

Now CLAUDE can also pull data from different sources.

We do the copywriting for you.

We have proven copywriting templates.

I think this is also one of the most important things.

Why when a lot of people try this outbound especially, it doesn't work.

And then they come back to us, they're like, it did not work.

I've been doing this before.

It's because your copy wasn't engaging enough.

Right?

Whenever I write copy, I have a rule and that's what goes for our team internally as well.

Whenever we write copy, we read that email or we read that LinkedIn message and we think, am I going to respond to it?

Right, that's, that's a rule of thumb.

So copywriting also done by us, we set up your email as well as LinkedIn, we make sure your profile is good enough that you will get acceptances and on Email that you will deliver into inboxes, CRM integrations.

Most of our clients, some use recruiter flow, some lock source, some atlas.

We make sure that every positive response gets mapped onto the client profile in there.

And then finally we launch, scale and monitor what's going on.

This is completely done for you.

All you have to do is jump on a one hour call with us, for a detailed market, mapping session, also discovery about your business, the pain points that you sold, some core clients, some placements that you've done before, what those candidates look like.

And then the output is value based conversations with key decision makers.

Like I said, It's a 12 week journey.

What we're doing right now is a 90 day pilot.

So we manage this for you for 90 days because that's the best bet we can make, to be very honest.

Because if I set the system up and give it to you, you won't be able to tweak it, you won't be able to follow up with the replies possibly or tweak the copywriting sequences.

Right.

If I set this up for you and give you a person, you may not be able to manage the person the right way.

You may not be able to give them even the right goals to hit.

Right?

So the best bet here is that we manage it for 12 weeks for you.

On the 90th day we have this conversation that do you want to extend into a six month agreement with us or you want us to maybe train someone internally to run it for you or maybe place a person?

So there's multiple different options and all of these come with the school community as well, where you can engage, where you can ask others how they're doing things or just ask them questions and tweak this along the way.

Week one is discovery and ICP definition.

Week two is building data and showing you.

And this is super collaborative.

It's not like we will just build a list and launch a campaign and disappear.

We make sure that we're also along the way educating you on how this is done so you understand the infrastructure.

You obviously don't have to understand all the technicalities, but at least how much money goes into the systems and how much comes out of it.

Like the ROI standpoint, copy and sequences, launching this A, B split testing to expanding signals, the signals that we feel like work the most for you.

For example, for two legal clients that we have right now, NPCs work the best, right?

The most, placeable candidates.

And now we built an engine where we put in a candidate, it gives us 200 companies that will have a need for that candidate and reach out to them.

That's what works.

Now thousands of emails and messages don't work.

It has to be small bursts of intent based engagement.

We scale the winners and then we put it on autopilot validation in week 11 and 12.

Our goal here is to turn this into a, six month and a year long commitment so that we are your business development arm, we are your systems and optimization arm as well.

And there is also an element of any new system we're working on, any new development we make with AI systems for recruiters.

We will also educate you and update you so you can use that internally as well.

So yeah, goal will be to get you to a point where you have five to ten quality decision maker conversations.

every month you have a pipeline that is building passively and then you can get these six deliverables.

If you come work with us, every single client, we make sure that they get this.

So the ICP market map four customer intent playbooks, multi channel outreach setup, copywriting done for you, integrating everything with your CRM and a dedicated GTM engineering team.

Me, two of my guys who have been working with recruiters for more than five years, right, We've seen the whole market evolve from sending 500 emails a day on Lemlist to now doing bursts of 100 to 150, and voice notes on LinkedIn.

Right?

We've seen this evolve and it's going to evolve even faster.

And I assure you, Most of you, 95% of you recruiters will not be able to keep up with how fast this grows.

And it's not like I'm threatening you, you will still be focused on people and, you know, engaging people and placing and filling those roles.

But it's our job to stay up to date with recruitment systems and what's new in the market and what works and what doesn't work and educate you on all of that.

So this is one example.

Line people Global, based out of Ireland, targets global market.

They do deep tech and language tech.

We send out about 4,000 for them and we got about 400 replies.

Unrealistic numbers like this, this is, it doesn't happen that often but here since the market was dialed down, the CEO also posted content already.

It helped us.

But we've had 133 interested people here.

Right.

this is, I'm showing you live numbers from January 1st to March 31st.

We launched we ran this for them as a three month pilot.

This was the first example, first client I pitched this to and now they've up a six month deal with us.

So how does it work?

The outbound OS pipeline, end to end for your icp?

We try to go from mapping this market to having value based conversations with key decision makers.

It's not salesy.

We just try to tell them hey, you have a problem or your company has clear intent and we can help you act on that intent.

That's as simple as that, right?

and then it starts with first mapping your market.

Whether that's a few thousand companies, whether that 25, 50,000 companies even depends on what you do, what region you in, who you target.

We help you define that as well because a lot of recruiters are not clear on who their market is and who would be the best decision maker.

most are 60 to 70% but still some companies are generally, some are operating in multiple, different ICPs and it just doesn't work.

When you start doing you know, building a GTM engine, you have to be specific with who you want to talk to and what you want to say.

So first we start with market mapping.

Then we use Clay, Deepline, claude, apify different tools for that to bring in data from different sources and then you know, combine that in one, one place.

we then we call this the total addressable market.

And we put in intense signals and tried to detect at least four, four different signals.

The most common ones are hiring surges, new fundings, competitor chaining, leadership changes, no internal talent acquisition teams.

And then we would only reach out when there is an excuse to have a conversation about something.

That's the beauty of this.

We enrich the data with waterfalls, with multiple sources.

It used to be only with Clay.

Now CLAUDE can also pull data from different sources.

We do the copywriting for you.

We have proven copywriting templates.

I think this is also one of the most important things.

Why when a lot of people try this outbound especially, it doesn't work.

And then they come back to us, they're like, it did not work.

I've been doing this before.

It's because your copy wasn't engaging enough.

Right?

Whenever I write copy, I have a rule and that's what goes for our team internally as well.

Whenever we write copy, we read that email or we read that LinkedIn message and we think, am I going to respond to it?

Right, that's, that's a rule of thumb.

So copywriting also done by us, we set up your email as well as LinkedIn, we make sure your profile is good enough that you will get acceptances and on Email that you will deliver into inboxes, CRM integrations.

Most of our clients, some use recruiter flow, some lock source, some atlas.

We make sure that every positive response gets mapped onto the client profile in there.

And then finally we launch, scale and monitor what's going on.

This is completely done for you.

All you have to do is jump on a one hour call with us, for a detailed market, mapping session, also discovery about your business, the pain points that you sold, some core clients, some placements that you've done before, what those candidates look like.

And then the output is value based conversations with key decision makers.

Like I said, It's a 12 week journey.

What we're doing right now is a 90 day pilot.

So we manage this for you for 90 days because that's the best bet we can make, to be very honest.

Because if I set the system up and give it to you, you won't be able to tweak it, you won't be able to follow up with the replies possibly or tweak the copywriting sequences.

Right.

If I set this up for you and give you a person, you may not be able to manage the person the right way.

You may not be able to give them even the right goals to hit.

Right?

So the best bet here is that we manage it for 12 weeks for you.

On the 90th day we have this conversation that do you want to extend into a six month agreement with us or you want us to maybe train someone internally to run it for you or maybe place a person?

So there's multiple different options and all of these come with the school community as well, where you can engage, where you can ask others how they're doing things or just ask them questions and tweak this along the way.

Week one is discovery and ICP definition.

Week two is building data and showing you.

And this is super collaborative.

It's not like we will just build a list and launch a campaign and disappear.

We make sure that we're also along the way educating you on how this is done so you understand the infrastructure.

You obviously don't have to understand all the technicalities, but at least how much money goes into the systems and how much comes out of it.

Like the ROI standpoint, copy and sequences, launching this A, B split testing to expanding signals, the signals that we feel like work the most for you.

For example, for two legal clients that we have right now, NPCs work the best, right?

The most, placeable candidates.

And now we built an engine where we put in a candidate, it gives us 200 companies that will have a need for that candidate and reach out to them.

That's what works.

Now thousands of emails and messages don't work.

It has to be small bursts of intent based engagement.

We scale the winners and then we put it on autopilot validation in week 11 and 12.

Our goal here is to turn this into a, six month and a year long commitment so that we are your business development arm, we are your systems and optimization arm as well.

And there is also an element of any new system we're working on, any new development we make with AI systems for recruiters.

We will also educate you and update you so you can use that internally as well.

So yeah, goal will be to get you to a point where you have five to ten quality decision maker conversations.

every month you have a pipeline that is building passively and then you can get these six deliverables.

If you come work with us, every single client, we make sure that they get this.

So the ICP market map four customer intent playbooks, multi channel outreach setup, copywriting done for you, integrating everything with your CRM and a dedicated GTM engineering team.

Me, two of my guys who have been working with recruiters for more than five years, right, We've seen the whole market evolve from sending 500 emails a day on Lemlist to now doing bursts of 100 to 150, and voice notes on LinkedIn.

Right?

We've seen this evolve and it's going to evolve even faster.

And I assure you, Most of you, 95% of you recruiters will not be able to keep up with how fast this grows.

And it's not like I'm threatening you, you will still be focused on people and, you know, engaging people and placing and filling those roles.

But it's our job to stay up to date with recruitment systems and what's new in the market and what works and what doesn't work and educate you on all of that.

So yeah, that's that what your CEOs week would look like afterwards.

Right now it's probably two to three hours a day doing manual BD.

Pipeline is inconsistent.

Feast or famine situation, no system, no process, no repeatability afterwards.

15 minutes a week or 30 minutes jumping on a call with us, reviewing the reports, brainstorming about what new experiments we can run, steady flow of qualified conversations.

Pipeline would never stop because we also have another system which you can see on my website is called Sourcing os, where we constantly source candidates as well so if you have consistent, most placeable candidates, it also allows you to go and any person you talk with you like hey, you know, would you be open to checking out these two profiles?

Just send them redacted resumes which look like just like this.

I made this way I with AI by the way.

so you can make things presentable as well.

And finally, it's system that runs daily on autopilot with weekly reporting from our side completely done for you.

This is.

This would be our responsibility to manage and scale your business development engine.

So yeah.

If you are ready, click this link, book a call or drop me a message on LinkedIn and I will see you on the other end.