The fastest business development a recruiter can do
You have a candidate. Somewhere in your market there are companies advertising a role that person fits exactly, right now, this week. Finding them is a search. Finding out who owns the hire is the hard part, and it is the part that decides whether the pitch reaches a decision-maker or a careers inbox.
That is the whole play. Public postings tell you where the demand is; a company-scoped people search tells you who to write to. Both are cheap. What makes the difference is targeting the right person at each company rather than sending the same message to whoever answers.
Why the hiring manager step is the one that matters
A pitch to a generic careers address competes with the applicant flow and loses. A pitch to the person who has been trying to fill the role for six weeks is a different email entirely, because for them it is not outbound, it is a solution arriving.
So the title hierarchy is sized to the company rather than fixed. Asking for a Head of Talent at a forty-person business finds nobody, because the founder does the hiring. Asking for the founder at a three-thousand-person business finds someone who will never read it.
What you get back
A ranked table: company, the live role, the fit score out of ten with reasoning, the hiring manager's name, title, LinkedIn and work email. Plus the two-touch pitch, anonymised, written and left with you.
Variations worth knowing
Widen or narrow the radius. Commute belt is usually the real constraint, not the city. Say the radius in kilometres and it is applied as an actual filter.
Raise the size floor. Very small companies have thin data and the hiring manager step tends to fall back to the founder. If you do not want to work that end of the market, set the floor higher.
Take it multi-company. If the candidate is strong enough to justify a proper campaign across fifteen or twenty companies, including ones with no live posting, run spec one strong candidate out to fifteen companies instead.
Where this goes wrong
Only public postings are visible. Roles filled through agencies, through networks, or not yet advertised do not appear. The list is real demand, not all demand.
Hiring-manager coverage thins at small employers. At the very small end there is often nobody in the data but the founder. That is a correct answer, not a failure, but it is a different kind of pitch.
Score on the work, never on the person. Fit is scored on skills, experience and the role. Age, gender and everything else protected are not selection criteria and are not used.