Find employers hiring in your specialism, with the context to approach them well.
Commercial Signal helps specialist recruitment agencies turn live vacancies into a researched shortlist of employers, hiring contacts and next actions, so business development is less about cold lists and more about relevant conversations.
Recruitment business development takes time your consultants rarely have.
Most agencies rely on referrals, repeat clients and job boards. Those remain valuable, but they make new client acquisition unpredictable.
Searching job boards, checking whether each role genuinely fits your desk, finding the right hiring manager and writing a relevant approach is slow work. It is often the first thing dropped when live roles need filling.
A repeatable research process gives your team a steady shortlist of employers worth contacting, with the reason recorded for each one.
A reviewed shortlist, not a raw list of job ads.
Vacancies in your specialism
Roles that match the disciplines, seniority and contract types your agency places, with the source and date recorded.
Location and role fit
Each vacancy is checked against your geography and criteria before it is treated as an opportunity.
Hiring contacts
Relevant decision-makers, such as hiring managers or talent leads, identified where information is available.
Restrictions and uncertainties
Explicit no-agency wording, closing dates and open questions are noted so your team can judge each approach.
Start with one desk. Build from what you learn.
- 01
Define your desk
Agree the roles, sectors, locations and employer types you want to target.
- 02
Test a sample
Review a small set of researched employers together before scaling.
- 03
Build the workflow
Set up the research, contact and outreach process your consultants will use.
- 04
Improve and hand over
Refine from responses and feedback, with documentation and training for your team.
Best suited to specialist agencies ready to follow up.
A vacancy is a reason to investigate, not evidence that an employer wants agency support. The process works best when someone on your team responds quickly and sells well.
- You recruit in a defined specialism or sector.
- You know which employers and roles suit your desk.
- You have capacity to take on new clients.
- A consultant or manager will own follow-up.
- You are willing to review research and campaign feedback.
Common questions
Do you guarantee new clients or placements?
No. We agree project deliverables and measures. Results also depend on your offer, market, timing and how your team follows up.
Do you only use job boards?
Vacancies are one signal. Research can also include expansions, new offices, leadership changes and other dated events relevant to hiring.
What about employers who say no agencies?
Explicit no-agency wording is recorded so your team can decide whether to exclude the employer or approach differently.
Who sends the outreach?
The scope can include research only, campaign setup, ongoing operation or handover to your consultants. Responsibilities are agreed before starting.
What does it cost?
We quote for a defined pilot and explain implementation, software, data and optional support costs separately.
See also how Commercial Signal works and our mission and values.
Let’s find your next clients.
Tell us about your desk and how you win new clients today. We’ll explore whether a focused pilot is worth running.
No obligation to proceed.