Our client is a global IT Talent & Staffing company with a desire to expand footprint in the US & India and a vision to break into enterprise hiring conversations
But even with a great solution, years of experience and incredible pedigree, they were hitting walls.
👉 Low reply rates.
👉 Wrong people in the funnel.
👉 And outbound that didn’t reflect buyer readiness
We started off by identifying their ideal customer profile and buyer persona.
Our team then built ICP-specific outbound plays that involved:
✅No spray & pray → but tailored outreach cadences via Email + LinkedIn.
✅Using live market signals to make messaging land → hiring announcements, funding rounds, project launches
✅Hyper-personalized messaging down to the department level → mapping personas in Tech, Procurement, and Vendor management to ensure relevance and highlight urgency
✅Focusing outreach on companies actively hiring and scaling → GICs, GCCs, Captives, and Fortune 500s
1,000+ prospects engaged
70+ qualified leads
6–7 high-intent enterprise meetings per month with decision-makers
Observations:
1. Trigger-based plays outperform generic outreach by 3–4x in reply rate → HR Tech decisions are timing-sensitive.
↳ Nothing converts faster than reaching out right after a funding round or expansion announcement.
2. Targeting HR alone isn’t enough, they can seldom make the buying decision independently.
↳ Involve IT, Finance & Procurement early.
3. Talent acquisition and procurement rarely respond to generic value props.
↳ Personalizing messaging based on their hiring model (contract vs. full-time) or industries they serve dramatically increases reply rates.