Make an extra 2 placements a month from new contracts — guaranteed.
Leads landing within 2 weeks — with no new training, and without hiring a single new person to "blast the phones." Watch how it works ↓
You didn't start an agency to spend all day putting out fires.
But that's the job now, isn't it.
You're at your desk by 8. Before the kettle's boiled: a candidate's gone cold on an offer you spent three weeks getting over the line. A client's chasing for a shortlist you promised yesterday. Someone's no-showed an interview. There's a counter-offer to fight, a start date to confirm, a timesheet query that isn't even your job. By 10am you've fought four fires and not done a single thing that brings in new business.
And new business — fresh roles, new contacts, new contracts — is the only thing that actually grows the desk. So it gets done in the cracks. Late. Tired. Half-arsed. Or not at all.
You know the fix is more outbound. So at some point you tried to buy your way out of it:
- You hired a junior or a resourcer to "blast the phones" — smash dials, fire off LinkedIn requests, send the same templated email to a list. They cost you £25k+, churned in a year, and never quite knew which firms to even target — because that judgment lives in your head, and it takes 6–12 months to transfer.
- You bought a generic outbound tool (Apollo, Lemlist, a sequencer). It blasted emails to the wrong person at the wrong firm — HR for a QS role, a Tier 1 that'll never break its PSL — got you marked as spam, and you quietly switched it off.
- Your CRM is a graveyard. Seventy percent of your next placements are already sitting in it — candidates you spoke to eight months ago, roles that went quiet. You're just not searching it, because who has the time.
- You're capped. Even firing on all cylinders, a desk doing it by hand tops out around 40–60 placements a year. To do more you hire — and hiring eats the margin and adds more fires to fight.
- You can't take a holiday. The outbound stops the day you stop. The pipeline goes quiet two weeks later. So you never really switch off.
The brutal truth: the lowest-leverage work on your desk is the only thing keeping the lights on.
Your phone, 7:40am. Three replies and a booked meeting — to emails you never wrote.
Here's the morning. You pick up your phone before you're even out of bed. Overnight, the engine pulled the new CV-Library candidates that match your saved searches. It read each CV, worked out which firms — one tier below their best employer — would actually want them, found the Commercial Director who signs off the hire (not the HR inbox), wrote a pitch in your voice, clipped on an anonymised CV, and sent it. From your inbox. While you were asleep.
You don't need the person you hired to blast the phones. You don't need to be the person blasting the phones. That volume problem is solved. You spend your day on the bit no machine can do — the actual conversations that turn a warm reply into a placed candidate and a long-term client.
- An extra 2 placements a month from contracts you'd never have worked by hand — at £8k–£18k each, that's £16k–£36k of new fees, monthly.
- Leads inside 2 weeks of go-live — pitches out the door on day one, not "build an audience for six months."
- Your mornings back — 15 minutes glancing at what the engine did overnight, instead of three hours grinding CV-Library.
- That forgotten candidate in your CRM from eight months ago — resurfaced, re-pitched, and placed, without you lifting a finger.
- A pipeline that runs on holiday — on the beach, the school run, or while you close a different deal. It never stops because you stopped.
- No new salary on the books, no junior to manage, no tool to babysit. It plugs into the CV-Library and Gmail you already pay for.
Generic tools just send email. This encodes a recruiter's judgment.
Tier step-down matching
A candidate from a Tier 1 like Balfour Beatty or Kier gets pitched to Tier 2 firms — the ones who actually want that pedigree and will move on it — not the giants who never will.
Role-specific targeting
A QS pitch goes to the Commercial Director. A PM pitch goes to Operations. It knows who signs off which hire — so you stop emailing HR about roles they don't own.
Tier 1 stays manual
PSL-locked firms never get auto-emailed — it's a waste of a touch. They queue for you to approve in two taps on your phone. Nothing slips, nothing embarrasses you.
Anonymised CV attached
Every pitch ships with a branded, identity-stripped CV. The decision-maker can assess the candidate on the first email — no back-and-forth before they're interested.
Written in your voice
The drafter is calibrated on your real emails — your openers, your sign-offs, your bluntness. It reads like you wrote it, because it learned how you write.
Your clients protected
Your client list is suppressed by Companies House number — subsidiaries caught too — so the engine never, ever pitches a candidate into one of your own accounts.
What actually changes.
Before · the manual desk
- 3–5 hours a day lost to CV-Library, LinkedIn hunting and follow-up admin
- Outbound only happens when the fires are out — so usually it doesn't
- A junior on the phones you're paying for and managing
- Capped at 40–60 placements a year, full stop
- Pipeline goes quiet the moment you take a week off
After · Recruitment OS
- 15 minutes reviewing what the engine sent overnight
- Outbound runs every day, automatically, fires or no fires
- No junior needed — the engine is the volume
- An extra 2 placements a month on top of what you already do
- Pipeline keeps building while you're away
It runs on a real desk — KINSO — every single day.
A done-for-you outbound engine, installed on your desk.
We work for free until you close your first client from the engine.
No setup fee taken until it's earned. Rev-share only. If the engine doesn't produce, you don't pay — and we're the ones on the hook to make it work. We can stand behind that because we run it on our own desk every single day, and we've seen what it does. The risk is entirely ours, not yours.