Trusted by recruitment & staffing firms worldwide
Enterprise clients don't shop for recruiters.
They shortlist them — then stop looking.
ASX-200 and FTSE-350 procurement teams run formal vendor qualification processes for workforce providers — typically once every two to three years. A PSL review cycle can take four to six months before a single requisition is raised. By the time a vacancy appears on a job board, the shortlist was closed long ago.
Get a Free Programme Audit →This is the PSL problem.
LVRA builds the pipeline before the door closes.
“74 qualified enterprise meetings — reaching ASX-200 buyers before tenders were published, before the PSL was closed.” — Programmed case study
From kickoff to pipeline.
12 months, four stages.
Most recruitment clients see qualified new client conversations within 30 days. Mandate pipeline and placement revenue compound from month 4 as outreach data and messaging matures.
ICP build & targeting
Hiring manager, HR director, or procurement contact profiles defined by sector and headcount. Industry-specific outreach assets prepared. Outbound stack configured before any contact is made.
Launch & iterate
Multi-channel sequences launched to target employer and client segments by sector and seniority. Messaging tested weekly. Highest-converting positioning tracks locked before scaling.
Scale & pipeline build
Proven sequences scaled across primary client verticals. Reporting shifts to placement pipeline value, mandate quality, and client acquisition cost versus existing BD channels.
Expand or handover
New client sectors, geographies, or staffing categories added. Full new business playbook documented. In-house capability transfer supported with all data and sequence logic intact.
What changes when you work with us.
Built around enterprise accounts, not inbound enquiries.
Four structural gaps that keep recruitment firms small.
Each gap compounds the others. Fix one and growth is still capped. Fix all four and the business development function becomes a structural competitive advantage.
No Pre-PSL Enterprise Pipeline
Most recruitment firms wait for vacancy signals before making contact — a tender notification, a LinkedIn job post, or a referral. By the time these signals appear, the enterprise buyer is already in execution mode with a shortlist that was closed months earlier.
→ We identify and map enterprise buyers at procurement manager, facilities director, and HR leadership level — and build proactive outreach programmes that create familiarity and credibility in the 12–18 months before a PSL review opens. For Programmed, this approach opened $8.2M in pipeline before a single tender was published.
Brand Invisibility Between Placements
Most recruitment firms are invisible to their enterprise buyers between active engagement cycles. There is no content, no thought leadership, and no systematic nurture — meaning that when a PSL review opens, buyers remember the names they encountered most recently, not necessarily the most capable providers.
→ We build LinkedIn presence and content programmes for recruitment leaders that maintain visibility with target enterprise buyers between engagement cycles — positioning the firm's capability around the specific workforce challenges relevant to each sector, so that when the buying window opens, your name is already known.
Undifferentiated Positioning in a Commoditised Market
Recruitment firms competing on 'quality candidates,' 'deep networks,' and 'sector expertise' are presenting undifferentiated propositions to buyers who hear the same language from every provider. When everything sounds the same, procurement decisions default to price and existing relationships.
→ We develop differentiated positioning frameworks built around specific workforce risk and compliance challenges unique to your target verticals — safety SLA performance in infrastructure, regulatory compliance in healthcare staffing, volume flex capability in logistics. Messaging that speaks to a specific operational problem is the only reliable way to get through a procurement manager's filter.
Account Growth Dependent on Consultant Relationships
Most recruitment firms grow accounts through individual consultant relationships — which means account value moves when the consultant does. There is no account-level strategy, no multi-stakeholder coverage, and no systematic approach to expanding from one hiring manager into the broader enterprise buying unit.
→ We design account expansion programmes that map the full stakeholder map within an enterprise account — identifying procurement, operations, finance, and specialist hiring managers across multiple business units — and build multi-touch sequences that systematically expand coverage across the account.
$8.2M enterprise pipeline. Built before the first RFT was published.
Programmed is one of Australia's largest integrated workforce and maintenance services organisations. Despite strong sector depth and a blue-chip client base, new enterprise logo acquisition had been almost entirely dependent on tender responses and existing account director relationships.
LVRA built Programmed's first proactive outbound SDR function — targeting ASX-200 procurement managers, facilities management directors, and CFOs in mining, infrastructure, and manufacturing. Within 12 months, 74 qualified enterprise meetings had been delivered, $8.2M in new pipeline was tracked across Salesforce CRM, and three contracts worth $1.4M in year-one revenue had closed — at a cost-per-meeting 61% below the firm's conference and trade event benchmark.
$8.2M
New enterprise pipeline in 12 months
74
Qualified enterprise meetings delivered
$1.4M
Year-one contracts closed
Enterprise pipeline before the door closes.
Creating the foundation months before the buying window opens, so your firm is already the familiar name on the list.
Discuss Your Programme →
From the decision-makers
who ran the programmes.
Proof of performance in Recruitment.
KPIs tied directly to your enterprise pipeline goals.
Recruitment clients build $8M+ in enterprise pipeline before the PSL review opens — reaching procurement and HR decision-makers months ahead of tender windows that competitors only learn about when the brief is published.
$8.2M new enterprise pipeline delivered in 12 months for Programmed
74 qualified enterprise meetings booked across ASX-200 targets
$1.4M in year-one contracts closed from programme pipeline
61% below trade event cost-per-meeting benchmark
Enterprise meetings vs. pipeline value — 12-month programme
Example: Programmed ASX-200 enterprise outbound programme
Numbers from real recruitment programmes.
Drawn from documented case studies. Every figure is a real pipeline number, a real meeting count, or a real contract value — not a benchmark or projection.
$8.2M
Enterprise pipeline built for a national workforce services firm in 12 months
74
Qualified ASX-200 enterprise meetings delivered before PSL reviews opened
$1.4M
Year-one contracts closed from the outbound programme
61%
Lower cost-per-meeting versus conference and trade event benchmark
3
Distinct buyer personas reached across procurement, operations, and finance
12mo
Timeline from standing start to qualified pipeline tracking in Salesforce CRM
What we understand that most agencies don't.
Recruitment business development is a specific commercial discipline — long cycles, procurement gatekeeping, and multi-stakeholder decisions. We have built programmes designed for exactly this environment.
PSL timing and buyer cycle intelligence
Enterprise PSL reviews happen on predictable cycles — typically every 24–36 months. We map which target accounts are approaching a review window and prioritise outreach timing accordingly, so that engagement intensity aligns with buyer readiness.
Sector-specific workforce messaging
We develop value propositions around the workforce risk categories specific to your target sectors — safety SLA in resources, regulatory compliance in healthcare, volume flex capability in logistics. Generic recruitment messaging is invisible to sector specialists.
Multi-stakeholder enterprise coverage
Enterprise workforce contracts involve procurement, operations, finance, and often legal. We map and engage all relevant stakeholders within each target account — not just the hiring manager — building multi-threaded relationships that survive individual personnel changes.
Digital authority for credibility at scale
LinkedIn content programmes position your firm's leaders as genuine sector voices — with commentary on workforce trends, compliance changes, and sector-specific challenges that keep you visible to procurement managers who are not yet in a buying cycle.
CRM pipeline discipline from week one
We integrate all outbound activity into your CRM from day one — tracking opportunity by account, stakeholder, estimated contract value, and PSL review timeline. No spreadsheet pipelines. No anecdotal forecasting. Defensible commercial reporting that demonstrates programme ROI.
Account expansion alongside new logo acquisition
While new logo outreach runs, we simultaneously audit the white space in existing accounts — identifying business units, operating entities, and buyer roles within current clients that are not covered by an existing consultant relationship.
$10,000+ in enterprise tooling.
No extras. No add-ons.
Every recruitment programme runs on the same enterprise stack used by the world's top outbound teams. Apollo, Clay, Instantly, Sales Navigator — all licensed, configured, and managed by LVRA from day one. You pay nothing extra.
Apollo.io
275M+ verified B2B contacts with intent signals and outbound sequencing.
Clay
AI-powered data enrichment via waterfall across 100+ sources.
Instantly
Cold email infrastructure — unlimited accounts, warmup, deliverability.
Smartlead
Multi-channel automation with unified inbox and AI-driven sequencing.
Sales Navigator
Advanced lead search and InMail to reach decision-makers directly.
HubSpot
Full CRM, pipeline management, and revenue attribution reporting.
PhantomBuster
LinkedIn scraping and profile enrichment for lead list building.
& more
Plus proprietary tooling and custom automations built for your programme.