One run, two ways to get a reply
A job ad is a company saying in public that it has a problem. Most recruiters answer it with half a desk. Either they write to the hiring manager with a capability statement and no people, or they go and find people and hope the role is still open by the time they have a client to show them to.
This play does both for a small number of roles. The message to the hiring manager leads with three to five people who fit the ad, described but not named. The message to the candidates describes a real role that is open this week. A reply from either side gives you something to work: a manager who wants to see the people, or a candidate who wants to hear more and whom you can take to a named manager.
The two sides run on two channels. The manager is business development, so work email. The candidates are being approached about leaving their employer, so personal email and LinkedIn. The play keeps those as two tables and never mixes them.
What you get back
Per role: the ad, the hiring manager with title, LinkedIn and work email, and a candidate table with the score, the reason, the personal email where one was found and the LinkedIn profile. Then the two drafts. Above it all, a short note on which roles look strongest and why.
Nothing is sent, nothing is loaded into a sequencer, and nothing is written to your CRM.
Variations worth knowing
Start from one target account. Point it at a single company's career page and it works every open role there that fits your niche.
Look in your own database first. If the people you need may already be in your ATS, run find the candidates already sitting in your own ATS before buying anyone.
Send it properly. When the drafts read well, build an outreach sequence covers loading a campaign and keeping the start as your decision. Build two campaigns, one per side.
Where this goes wrong
Working the whole market. Cost scales with roles multiplied by candidates per role. A cap of a handful of roles, piloted on one, tells you whether the output is worth scaling.
Implying a relationship you do not have. The candidates have not agreed to be represented. If the manager draft reads as though they have, change it before it goes anywhere.
Only advertised roles are visible. Roles filled through networks or retained firms never appear, and agency-posted ads are removed on purpose. The list is real demand, not all demand.
Thin data at small employers. At a very small company the owner of the hire is usually the founder, and sometimes nobody is in the data at all. Those rows come back flagged, not guessed.
