how to start an executive search firm

How to Start an Executive Search Firm

Starting an executive search firm can be quite lucrative, but you’re going to have to work hard for those liquid assets.

Executive search projects are more complex and time consuming than other search projects, and success will require you secure the best people and tools to meet the demands of executive search projects.

We wrote “How to Start a Recruiting Company from Home,” to cover basic steps of starting a recruiting business, so this post will focus on starting an executive recruiting business rather than all of the boxes you need to check when starting a company.

Find Your Executive Recruiting Niche

The first step in starting a successful executive recruiting company is to find the best niche for your company.

For people with specialized careers who have mostly worked within a single industry or closely related industries, this niche will be easy to find. Simply look back over your career for the most successful executive search projects completed in this niche and leverage these examples to help your firm win business and excel on your home turf.

For generalists who have worked executive search projects in a variety of industries, it is also in your best interest to specialize. For instance, you could look back on your career to see whether you have been more successful on executive search projects for B2B companies or B2C.

No matter what niche you choose, specializing will only give you an advantage if you, your firm’s partners or your recruiters have direct experience hiring executives in this niche. As a new firm, you will be relying on successful work from the past to win your first client, making “breaking into” a new industry nearly impossible for a newly formed firm.

Finding Your Niche

  • What industry or related industries have you completed the most executive searches in?
  • What are the shared attributes of the client companies you have most successfully served (Company size, B2B vs B2C, product type, location, etc.)?
  • Which executive roles have you had the most success hiring for?
  • Which recruiters in your network are experienced in your niche and qualified to be a partner at your firm?
  • Which recruiters in your network are experienced enough in this niche to be a recruiter for your firm?

Proving Your Success in Your Niche

  • What are the highest profile executive search projects that your partners and/or recruiters have successfully completed in your niche?
  • Who are the highest profile executives you have personally placed for companies in your niche?
  • When was the last successful project you completed in for a company in your niche?
  • Which executive search projects completed outside of your niche can still be used as good examples for proving your abilities to clients in your niche industry?

Build Your Brand

Once you’ve defined the niche your executive recruiting company is going to dominate, start building a brand that goes hand in hand with your company’s focus.

These are the baseline brand assets you should launch your company with:

  • A logo appropriate for your company’s niche to go on business cards, letterhead, your website, your LinkedIn, etc.
  • A company website that is easy to navigate, responsive and visually organized.
  • A LinkedIn profile and/or a social media profile for your company on the social network that is used most widely by companies in your niche.

You don’t have to hire a consultant when building your brand. Just think strategically about your company’s target customers, the brands of the executive recruiting companies that work in your niche and how you can stand out positively from these competitors.

Who is in your Brand’s Audience?

  • Who is your target audience within your niche and what are good examples of companies that you can serve better than your competition?
  • Who are the decision makers within target companies that will decide to hire you and how will they decide that your company is going to provide value?
  • What are the shared executive talent needs of target companies and how are your competitors speaking to these common needs in their branding?
  • What are the major trends affecting your target client companies and how are these trends affecting their executive talent needs?

How Will Your Brand Stand Out?

  • What is the story of your brand? Why are you here and what are you here to do?
  • What advantage will choosing your firm give your target clients?
  • Why should your target clients choose your company over a competitor?
  • Who are the executive recruiting firms you will be competing with and how are they branding themselves?
  • What are the common themes in the branding of your competitors and how will you stand out from them without misbranding your company for your area of focus?

Secure Executive Recruiting Talent

To ensure that your first executive search project is successful, you should secure executive recruiting talent for your firm well before you sign your first client.

As a new firm, you will need to rely on your personal reputation and the reputation of your business partners to attract talent, but you will also need to provide a competitive job offer to get talented recruiters onto your team.

What do you Need from Executive Recruiters?

  • How will an executive recruiter’s past work be judged to determine their fitness for the work your company will be doing?
  • What attitudes are essential for successful executive recruiting in your target market and how will these attitudes be identified in candidates for your first recruiter roles?
  • What qualifications or experiences will separate a good executive recruiting candidate from a top executive recruiter candidate?
  • What is the company size of your target clients and how much experience should executive recruiters have working with companies of this size?
  • What industry or industries should your executive recruiters have experience in and what is an example of a useful connection for a recruiter to have in this industry?
  • What industry-specific certifications will your clients want and expect from you and your recruiters?

How will You Recruit the Executive Recruiters you Need?

  • How will your job description get executive recruiters excited to join your newly formed company?
  • Who are the contacts that can distribute your opportunity to the best executive recruiting talent in your industry?
  • Which recruiters are on your short list for your company’s first hires and what are you offering to convince them to join your team?
  • How will your executive recruiters be compensated and how does this compare to competitors in your area?
  • What is the value proposition you are offering to executive recruiters?
  • How will working for your company advance the careers of your recruiters?
  • What kind of work environment will your company provide? For example, not requiring recruiters to hold regular hours will appeal to independent people.

Secure Executive Search Tools

To ensure your executive recruiting company is a success, you need to secure executive recruiting software to support the effectiveness of your recruiters and the timely close of your search projects.

You should secure tools that:

  • Manage communications with clients and update them on the status of search projects.
  • Manage communications with executives being engaged in a client opportunity to prevent fatigue from too many messages and disengagement from too few.
  • Source executive candidates and automatically gathering extensive career information on these candidates.
  • Identify passive candidates and nurture these relationships into placements.

Loxo’s all in one recruiting platform uses a comprehensive CRM + ATS, automatic sourcing and contact creation powered by AI and a suite of candidate marketing tools to meet the extensive demands of executive search projects.

Our customers are leading executive search and boutique staffing firms that are tired of complex recruiting software that slows them down. Loxo is simple and intuitive so you can reduce your overhead and dramatically simplify the way you work.

Not only has Loxo automated your manual and mundane processes, we built smart tools into your recruiting experience. From finding contact information with the click of a button to automatically sourcing the top 10 percent of every market, it’s time for your software to work for you.

If want an executive recruiting tool that enhances the effectiveness of your team, schedule a demo to see how we’ll be improving search project outcomes for you and your clients.

Find Your First Client

You’ve got the brand, recruiting talent and tools required to make great placements, so all that’s left is finding the first client for your executive agency.

When you engage a potential client, your goal is to prove that you are trustworthy, experienced and capable enough to handle this company’s most important hires.

Identify New Client Leads

  • Which companies in your industry niche have recently acquired a new round of funding, were acquired by a larger company or otherwise gained significant capital?
  • Are there any prominent executives in your niche that have been experiencing friction with the public, other executives and/or their board of directors?
  • Are there any companies that have relatively new executive hires who have not had a positive effect on valuation, market share or other executive KPIs?
  • Are there any companies in your niche that are opening new branches or otherwise expanding in a way that will require more executive hires?

Use Your Network

  • Do your partners or recruiters have any leads or potential leads that you can use to win your first client?
  • Which past clients were highly satisfied with the work that you, your partner or your recruiter did for them?
  • Which executives expressed a high level of satisfaction with the placement or placements you have made for them?
  • Which of your contacts are most likely to share insider information on an impending executive transition?
  • Which past clients have acquired significant capital or are otherwise displaying a high likelihood of making high-level hires?

talent relationship management

What is Talent Relationship Management?

Talent Relationship Management (TRM) has a huge influence on the number of high quality candidates you are able to present to clients.

Actively managing relationships with talent allows you to strengthen candidate relationships over time, increasing the likelihood that they will engage in a job opportunity and become a successful placement.

To better understand Talent Relationship Management (TRM), it’s helpful to think about Customer Relationship Management (CRM) and the best practices for building strong relationships with customers.

Just like CRM tools help you build, grow and capitalize on value-driven relationships with leads, TRM tools help you to build, grow and capitalize on value-driven relationships with candidate contacts.

What is TRM?

Before we go any further, here’s our definition of Talent Relationship Management:

Talent Relationship Management:

  1. The practice of managing relationships with talented individuals with the goal of forming a strong, value-driven relationship that leads to their conversion into a hire.
  2. A candidate management/sourcing tool designed for talent relationship management through supporting, enhancing or automating actions key to building and managing relationships with talented individuals.

As you can see, TRM is both a strategy for creating more candidate relationships that convert into hires and a tool that supports this strategy with sourcing and communication management tools.

CRM works because better lead/customer relationships lead to more sales.

TRM works because better contact/candidate relationships lead to more hires.


While both TRM and ATS tools act as a centralized database for candidate information, there are some key differences between the two technology types.

Applicant Tracking Systems

  • Act as a central database for resumes, applications and candidate info.
  • Automate basic hiring process tasks like job posting, resume screening, contacting candidates, candidate skill tests and interview scheduling.

Talent Relationship Management Platforms

  • Act as a central database for resumes, applications, candidate info and more complex information like candidate activity and communications with candidates.
  • Automate basic hiring process tasks like job posting, resume screening, contacting candidates, candidate skill tests, interview scheduling.
  • Automate complex processes like resume parsing, utility reporting, social media integration, mobile application management.
  • Improve candidate experiences with your company and strengthen your employer brand through these positive experiences.
  • Improve collaboration with team members to more effectively communicate with candidates from a centralized platform.
  • Have tools for nurturing candidate relationships pre and post hire.

To sum it up, TRM is like an ATS that has been optimized for starting, building and managing candidate relationships instead of just tracking candidates as they move through your company’s interview process.

Managing Relationships with Talent

TRM tools help you manage relationships with talent, but you still need to put your best foot forward with candidates and use candidate communication best practices.

It can take a long time to build trust with candidates, especially executives, and your focus should be on nurturing and strengthening candidate relationships over time, not badgering contacts to fulfill your current contract.

By playing the long game, candidate relationships become stronger and you become a trusted source of information instead of just another recruiter.

Then, when an opportunity arises that’s great for one of your contacts, you can use this strong bond to engage them in the opportunity and make a top-tier hire for your client.

TRM platforms give you the tools to build these long-term candidate relationships, but these best practices are still required for effectively managing and nurturing talent relationships.


  • Be polite and friendly.
  • Listen to candidate desires and learn what the candidate is looking for in their career and in their next job.
  • Show candidates that you have their career in mind, not the job you need to fill.
  • Provide value to candidates through your communications.
  • Keep tabs on candidates for opportunities to reach out (a new job, a move, a positive life event, etc.
  • Focus on creating candidate relationships that go past a single placement opportunity.


  • Try to sell a candidate on a job that isn’t right for them or their career goals.
  • Fall out of touch with candidates.
  • Forget that you are building a relationship for the long term, not a quick placement.

TRM and Executive Recruiting

Talent relationship management has always been essential for executive recruiting, even before there were TRM tools to assist in managing talent relationships.

Executives have worked hard to get to their current role, and getting an executive candidate engaged in a job opportunity can be challenging unless you have excellent rapport with them and an excellent understanding of their career goals.

Executive career transitions can involve a large number of moving parts and, as you may have experienced, can involve competition between many well funded companies.

TRM is essential for executive recruiting because:

  • Executives stay in positions for longer than other leaders (5.3 year average for a C-Level), which requires consistent communication over a long period.
  • Executives have more focused careers than other professionals, which makes their requirements for acceptable opportunities much more specific than other candidates.
  • Executives have less time than other candidates, which makes their tolerance for bad communication practices much less than other candidates.
  • Executives have high-profile careers and executives with strong reputations may be approached by dozens of recruiters representing prestigious companies.

Because of these challenges, managing relationships with executives over a sometimes extended period is essential for converting contacts into successful placements.

Talent Relationship Management with Loxo

Loxo was built to give recruiters an all-in-one platform for building and managing candidate relationships.

Loxo’s suite of marketing automation tools help you nurture and engage passive talent by personalizing and automating your outreach, letting you to cut through the clutter and connect with people who matter.

By automatically sourcing candidates and populating their profiles, Loxo frees you up to focus on building the strength of talent relationships and providing a better candidate experience than your competition.

From the very start of a new talent connection, Loxo gives you the tools needed to create connections with talented candidates and keep them up to date on opportunities that are right for their career. This way, when the time and opportunity is right, all you have to do is give them a call.

how to run a scuccessful recruiting agency

How to Run a Successful Recruiting Company

Success is measured in many ways, but there’s one measure of success that beats the rest: the financial success of your recruiting company.

To run a financially successful recruiting company, you need to have a reputation that clients can trust and make high quality placements for these clients before your deadline.

You can’t have success without delivering great results for clients, and these best practices will show you how to leverage the great work that you do into more new business and more success for your company.

Always be Closing New Business for your Recruiting Company

“Always be closing” is a classic sales motto that is essential to your recruiting company’s success, because gaps between major contracts hurts your bottom line.

The most successful recruiting companies manage a continuous schedule of clients, grow their ability and capacity to serve clients and successfully close a higher number of projects, earn more per contract or otherwise get the most bang for their recruiting buck.

Here’s how it’s done.

Always Be Closing New Business

To close more new business, clients need to see evidence that your company is the perfect choice for their hiring needs.

From the leads you choose to the evidence you provide, your pitch process needs to play to your company’s strengths and the expertise of your recruiters.

Use these best practices to hone your pitch and prove that you are the right company for a new client’s needs:

  • Find leads with similar hiring needs as past clients and with hiring needs that match the successful track record of your recruiters.
  • Prove to leads that your company is the right choice to meet their hiring needs.
  • Give leads an overview of your methods (tools, specialized recruiters, etc.).
  • Show them proof of your past success that is relevant to their hiring needs (testimonials, success rate statistics, high profile placements, etc.).
  • Show them the work you’ve already done for them (example candidates for an open job, a recruitment project plan for their open job, etc.).
  • Demonstrate your value and win more new business for your recruiting company.

Always Manage your Bandwidth

You need to close more new business, but you also need to manage your bandwidth to be successful.

It’s terrible for your company’s reputation to over-promise and underdeliver, so never spread yourself too thin as you take on more work.

By delivering great results on-time, you can generate a large volume of positive feedback, satisfaction statistics and testimonials, all of which will help you to close more business and start projects with higher levels of client confidence.

Use these best practices to help manage your bandwidth and maintain a fully-booked schedule:

  • Always complete projects according to your timeline, ensure the criteria of contracts are fulfilled and ensure clients are satisfied with their hires.
  • Schedule the initial work for new contracts to begin as current projects are successfully closed.
  • Collect feedback from clients and ask them to complete satisfaction surveys.
  • Always update candidates when a hire is made and ask if you can present them with job opportunities in the future.
  • Conclude projects with clients by asking them to consider you for their future recruitment needs and asking for referrals.

Always Choose the Right Recruiters for Each Project

To keep new clients calling, recruitment projects need to close successfully and on-time.

You will need good recruiting tools to provide this value to clients but, more importantly, you need to choose the right recruiter for the job for each new project that your company takes on.

Here’s how you choose the right recruiter or recruiters for new projects:

  • Choose recruiters who have successfully made placements for the same role at similar companies or for similar roles at similar companies.
  • Choose recruiters who clients favored when presented with them during the pitch process and/or recruiters specifically requested by the client.
  • Choose admin and research staff who are most experienced supporting recruiting projects for this role.
  • Evaluate the progress of your assigned recruiting team continuously to gage if more recruitment, admin or research employees should be assigned to the project.

Always Collaborate with Clients

You’re the one being contracted by your client, but collaboration with clients is essential for ensuring successful, accelerated conclusions to search projects.

By securing buy-in from clients at the beginning of projects and setting the expectation that they will get better results by cooperating you, better results is exactly what you will get.

From the increased insight you get into client hiring needs to greater client confidence in the candidates you present, having a collaborative process ensures better client relationships and better results for your recruitment projects.

  • Start projects by setting expectations for collaboration and outlining the case for collaboration (better insight into client needs and work environment, better communication, better referrals, etc.)
  • Start projects by introducing the recruiters who will be working on the project and ensuring that these people are communicative and easy to reach.
  • Start projects by collecting resources from clients, such as real examples of the future hire’s deliverables or competitors to target for talent.
  • Start projects by showing clients your recruitment strategy, and benchmark candidates whose credentials match the client’s requirements.
  • Start projects with getting client approval of the job description you will use.
  • Start projects with a clear timeline laid out and adjust benchmarks to be attainable.
  • Establish the method by which the client will be updated on your progress and the frequency of updates.
  • Have recruiters consult with client stakeholders to ensure that they are “on point” when portraying the client’s company to candidates they work with.

Always Present Ready-to-Hire Candidates

Every candidate you present to clients must be “ready-to-hire,” meaning that they are fit for the role, available now or in the near future and intrigued by the job opportunity.

If you can ensure all presented candidates meet these criteria, you will have happier clients who never choose a candidate that is unavailable, unqualified or uninterested in the role.

  • Ensure that research staff understand the criteria for acceptable candidates for each new project, the nuances of the client’s requirements and benchmark candidate profiles that were approved by the client.
  • Ensure that recruiters and research staff collaborate to qualify potential candidates who are worth contacting.
  • Ensure that recruiters gather information that proves candidates are ready-to-present: their fitness for the job, their interest levels in the job and when they will be available to take the job.
  • Ensure that the Candidate Assessment prepared by the project lead clearly communicates that the candidate is fit for the role, the candidate’s possible start dates and the reasons the candidate is considering the role.

Always Use Technology to Your Advantage

The success of your agency depends on the talents of you and your recruiters, but success also depends on keeping up with your competitors by using technology to your advantage.

Here’s how your company should be using technology to your advantage:

  • Use CRM and ATS tools to effectively manage client and candidate relationships.
  • Use the right business tools to support your company’s financial and administrative requirements.
  • Use communication tools to ensure good internal communication between partners, recruiters, researchers and admin employees.
  • Automate time consuming manual processes and integrate interrelated programs.
  • Use candidate sourcing tools that can aggregate data from every relevant online source.
  • Use tools that enhance your ability to engage, manage and communicate with candidates.
  • Use technologies that save time for your recruiters and make them more effective.

Loxo is an all-in-one recruiting platform created to improve outcomes for your clients, increase the effectiveness of your recruiters and generally get more done than your competition.

Utilizing tools like ATS + CRM and Loxo AI, the world’s first intelligent sourcing assistant, Loxo’s increases your output by unearthing top talent across hundreds of data sources, nurturing candidate relationships with built-in marketing and providing process automation and shortcuts to accelerate the successful close of search projects.

Our customers are leading executive search and boutique staffing firms that are tired of complex recruiting software that slows them down. Loxo is simple and intuitive so you can reduce your overhead and dramatically simplify the way you work.

Not only has Loxo automated your manual and mundane processes, we built smart tools into your recruiting experience. From finding contact information with the click of a button to automatically sourcing the top 10 percent of every market, it’s time for your software to work for you.

What to Do Before Opening a Recruiting Agency

Loxo Blog

Starting a new company is exciting, but there are many tasks to complete and boxes to check before you open your doors for the first time.

The more you plan and prepare, the smoother your recruiting agency’s launch will be and the better equipped you will be for succeeding in your company’s chosen recruiting niche.

We have also written posts on How to Start a Recruiting Business from Home and How to Start an Executive Search Firm to help you get your company up and running.

Here’s what you should do before opening a recruiting agency.

Create a Recruitment Agency Business Plan

The first step you should take before opening a recruiting agency is to create a business plan.

Creating a business plan will help you define your company’s strategy, plan the logistics of launch and operations, and showcase your company’s opportunity to potential investors and/or lending institutions.

These are the questions that your business plan needs to answer:


  • Who are you, your partners and your recruiters?
  • Who are you and what is your recruiting specialty?
  • Who are the senior partners in your agency and what are their specialties?
  • Who are the recruiters you will be hiring and what are their specialties?
  • Who in your agency has worked with the highest profile companies or on the highest profile hires?

Who are the target customers of your agency?

  • What industries are you and your recruiters most experienced working in?
  • Where do your target customers operate and why?
  • What separates a great potential client from a potential client that you will have a reduced ability to serve?
  • Which companies have been repeat clients of you, your partners and your recruiters?
  • Which companies in your area have the greatest number of jobs that your agency excels at hiring for?


  • What is the opportunity you will capitalize on?
  • What market trends and conditions will give your agency an advantage?
  • What client companies are you preparing to contract?
  • Which industries do you have extensive connections in?
  • Is there high demand for agencies with your specialty in your area or throughout the country?
  • How will you use technology to help you further capitalize on identified opportunities?

What is the specialty of your recruiting agency?

  • What industry or niche do you and your recruiters have the most experience working in?
  • What specialized recruiting skill sets do you and your recruiters possess?
  • What proof can you offer to clients that demonstrates the value of your company’s specialized services?
  • How will you use technology to further excel in providing your specialized services?

What advantage will you give to clients?

  • Do you have an advantage recruiting for a particular role, hiring volume, area, seniority level, industry, skill set, company size, etc.?
  • Can you offer recruiters to your clients who are entirely dedicated to one project?
  • Do you, your partners and your recruiters have industry and/or candidate connections that will give your clients an advantage?
  • Do you use cutting-edge recruiting technology to source better clients and place them faster than your competition?


Where will your agency be based?

  • What city will you be based in and where will your headquarters be?
  • What is the cost of living and the cost of office space in this city vs. nearby metro areas?
  • Will being based in your chosen area give you an advantage when attracting recruiting talent to your agency?
  • What are the major industries in the metro area where you are based?
  • Will clients from outside your area be able to easily travel to your office?

Where will most of your clients be based?

  • How many companies are there in your metro area that match the profile of your target customer?
  • Nationally, where is the highest concentration of companies that match the profile of your target customer?


When will you launch your company?

  • How long will it take you to prepare for and complete your agency’s launch?
  • When will you hire your recruiters, researchers and admin employees?
  • When will you secure funding to cover startup costs and when will you have to make your first return payment on this loan or invested funding?
  • What opportunities do you hope to capitalize on in your first year of operation and how will you ensure that you are operational when the time comes to seize the opportunity?

When will you expand your company?

  • Which benchmarks must be reached before hiring more partners, recruiters, researchers and admin employees?
  • What is your maximum capacity to serve clients and when will this prevent you from signing a new client?
  • How will you expand your capacity to serve clients within the first year of operation?


Why are you opening your agency?

  • What are the opportunities that your agency will be seizing and the trends that you will capitalize on?
  • Why does it make sense for you to make this move at this point in your career and in the careers of your business partners?
  • Why is your company going to be positioned to seize opportunities in your area of operation and beyond?

Why is your recruitment agency going to be a success?

  • Why will your agency’s specialty be in high demand?
  • Why are you going to be more successful than competitors in your area?
  • Why should investors and/or banks help fund your agency?


How will your company capitalize on the opportunity you have identified?

  • How has your career and accomplishments given you the knowledge and the clout to succeed in your company’s chosen niche?
  • Which partners and recruiters will be critical for capitalizing on identified opportunities in your area and/or industry?
  • How will technology increase your ability to capitalize on identified opportunities?
  • What innovations will you bring to recruiting in your chosen niche and how will you execute these breakthroughs?

How will you meet up startup requirements?

  • How are you funding the costs of starting your agency and the costs of your first 6 months of operations?
  • How are you going to find the recruiting talent your agency needs?
  • How are you going to find your first clients and become self-funding?

Your business plan must also answer the following logistical questions about your company:

  • What kind of legal entity will your recruiting agency be classified as?
  • What is the ownership structure of your company?
  • What are the startup and monthly operating costs of your recruiting agency?
  • What are your forecasted profits and losses for your first year of operation?
  • What are the initial staffing requirements of your recruiting agency?
  • What is your strategy for signing new clients and who will your first clients be?
  • What is your strategy for marketing your recruitment agency to potential clients?

Build Your Brand

Your recruiting agency needs an appealing, well-defined brand to give new clients confidence in your abilities and to grow the reputation of your new company.

These are the baseline brand assets you should develop before opening your agency:

  • A logo that fits your company’s focus and the clients you serve.
  • Business cards, letterhead, branded pens and other physical branded assets to give to new and potential clients.
  • A company website that is streamlined, appropriate for your company’s specialty and client base, and easy to navigate.
  • Social media profiles for your company on platforms used by your target customers.
  • Case studies and testimonials created from the work you and your recruiters have done.
  • (Bonus) Short blog or Linkedin thought leadership content that is relevant to your company’s focus.

Find Recruiters and other Staff

You may not need an army of recruiters to start, but you will still need to have major recruiting talent on your side to ensure your first clients are served successfully.

What are your requirements for recruiters?

  • How many recruiters will you need to employ for your first month of operations? First 3 months? First 6 months? First year?
  • What industry/niche experience will your first recruiters need to have?
  • What certifications will your clients expect your recruiters to have?
  • How many years of experience will they need?
  • What size of company must they have experience serving?
  • What roles must they have experience recruiting for?
  • What kinds of tools must they have experience using?

How will you attract recruiting talent to your agency?

  • What will a recruiter gain by accepting a job at your company?
  • Why should they take a job at your company over a well established competitor in your area?
  • How will you advance the career of the recruiters who work for your agency?
  • How will recruiters be compensated and how does this compensation compare to competitors in your area?
  • What specialized technologies will you provide for your recruiters to make their jobs easier and make them more effective?

Start Looking for Clients

Before you open your agency, you should have a few clients under contract or near signing a contract with your firm.

The last thing you want is to trip on your first step out the gate, so start looking for clients well before you start incurring operating costs to ensure a successful launch.

  • Request that all partners, recruiters, researchers and admin employees submit new client leads, such as repeat clients they have worked with in their careers.
  • Request that all partners and recruiters reach out to past clients to inform them that your company is launching and to pitch them on being one of your first clients.
  • Identify companies in your immediate and adjacent metro areas that match your target customer profile.
  • Identify companies matching your target customer profile that are displaying a need to hire (new branch opening, product launch, large amount of funding secured, etc.).
  • Contact companies that are broadcasting a need to hire via press release or other PR outreach.
  • Gather leads from landing pages on your website and social media profiles.
  • Invest in PPC advertising in metro areas with high search volumes for the specialized recruiting services that your company provides.

Secure Business and Recruiting Tools

You will need quite a few business and recruiting tools to ensure successful operations, so start researching the best tools for your agency well before you launch.

Here are the major functions of the tools your agency will need:

  • Identifying, sourcing and storing the data of candidates who match the requirements of your target customers.
  • Managing communications with active and passive candidates (optimized for drip conversion to save work hours for recruiters).
  • CRM to manage new and ongoing client communications, contracts, leads, etc.
  • Identifying and collecting new client leads.
  • Creating and managing marketing campaigns focused on specific areas, clients, social platforms, etc.
  • Managing finances, accounts payable/receivable, payroll, taxes, etc.

Loxo is an all-in-one recruiting platform with a complete collection of recruiting and business tools to increase the effectiveness of your recruiters, reduce overhead and save time for everyone at your agency.

Loxo includes an ATS + CRM, Loxo Connect (contact info finder), LOXO AI (sourcing automation) and a recruitment marketing tool suite, making it easy to identify talented candidates and move them from sourced to closed. With features like “click to call” and marketing automation, your recruiters will be happier, more effective and more likely to close projects successfully.

Loxo connects you with candidates by sourcing them through proprietary AI and populating Loxo’s CRM + ATS with their contact information. Loxo also helps you connect with candidates using a full suite of marketing features to grow candidate interest in your opportunities.

To learn more about how Loxo can help your agency, you can schedule a demo to see Loxo in action.

recruiting status report

How to Use Recruiting Status Reports

Recruiting status reports are crucial in maintaining positive relationships with clients and ensuring transparency from the very start of recruitment projects.

Whether created on a weekly or monthly basis, these reports help clients quantitate the progress you’re making and rest easy while you handle the heavy lifting of recruitment.

Status reports also help clients hold up their end of the bargain by staying on top of their interview schedules and making timely decisions on the candidates you have presented.

What is a Recruiting Status Report?

A recruiting status report details the progress that has been made on a recruiting project over a given period of time, most commonly on a weekly or monthly basis.

While these reports help clients feel good about their open job being filled on-time, the info in these reports also help clients stay organized internally and ensure they stay organized and on-schedule when reviewing candidates, interviewing candidates and making good hiring decisions.

Whether weekly or monthly, status reports needs to orient your client in the recruiting process and leave them certain of the progress that your company has made toward hiring a great candidate.

Recruiting status reports should contain plentiful data points demonstrating the progress of your recruiting project, such as:

  • The stage that the recruitment project is currently in (sourcing, interviewing, offer negotiation, etc.).
  • Interviews completed and scheduled: candidates interviewed, interviewers present and outcomes of these interviews for each candidate.
  • The activities performed and deliverables completed since the last progress report by individual recruiters assigned to the client’s search project.
  • Actions taken by the client’s hiring team (interviews performed, candidates approved, etc.), the dates of performed actions and the people responsible.
  • Satisfaction of client demands for candidates and the recruiting project (sourcing a candidate with X and Y experience, sourcing a candidate from a competitor, beginning interviews by X date, etc.)
  • Meeting of SLA (Service Level Agreement) requirements: communication practices agreement, minimum candidate quality/quantity, time per-interview, etc.
  • Job advertising spend vs total budget.
  • Short list of top candidates (candidates with X and Y experience).
  • Research that indicates an update to the client’s candidate requirements (if this is the case).
  • Explanation of why no candidates have met client criteria (if this is the case).

Including all of the data points we’ve listed in your report will give you happy clients, but the more detailed the report and the more frequently these reports are generated, the more time you lose to updating clients instead of getting work done for them.

When deciding how thorough your agency’s status reports should be, always balance the desires of clients with the time demanded of you and your recruiters to prepare these reports.

Are Recruitment Status Reports Still Necessary?

Recruiting status reports help to ensure good client relationships by giving them key information on your progress, but they can be a serious time-sink for your recruiters when prepared manually.

Instead of researching, discovering, sourcing, engaging and interviewing candidates, all tasks that advance the recruitment process, recruiters are stuck at their desk writing status reports.

If detailed status reports are being requested on a weekly basis, this procedure will eat away at the efficiency of recruiters and the speed of the hiring process, especially if they are preparing weekly reports for multiple clients.

So, are recruiting status reports still necessary?

Yes and no.

Is it necessary for clients to be updated with data that clearly demonstrates your progress with their recruiting project, as is contained in recruiting status reports?


Is it necessary for this data to be prepared manually and input into a template labeled “recruiting status report?


So, while the information provided in a recruiting status report is indispensable for keeping clients satisfied, collaborative and up-to date, the format of the report itself is secondary.

The Future of Recruiting Status Reports

In the future there will be no recruiting status reports, only recruiting project status data that’s easy to share with your clients.

Loxo is an all-in-one recruiting platform that eliminates the time consuming process of preparing recruiting status reports, by creating sharable reports in minutes.

All of the information that would be input into a recruiting status report from your project dashboard can be exported as a pdf, making it easy to share your progress with clients without taking time away from your work.

Now, instead of dropping what you’re doing to start an impromptu report for an impatient client, you can provide the information your clients want the minute they ask for it.

To see how easy it is to prepare sharable recruitment project data for clients, schedule a demo of Loxo and we’ll show you how it’s done.

Checklist for Starting a Recruiting Company

There are quite a few details to manage and quite a few boxes to check when starting a recruiting company, so we created this checklist to help you out!

Here are some other articles that go into more detail about starting a recruiting company:

  • What to do Before you Open a Recruiting Agency
  • How to Start an Executive Search Firm
  • Sample Executive Recruiting Business Plan
  • How to Start a Recruiting Business from Home

Initial Planning and Preparation

By thoroughly planning and preparing, your company can hit the ground running! Just be sure not to “over-plan” at the cost of a delayed launch date.

Write your Business Plan

Write a business plan that defines you company’s strategy and the advantages you will use to capitalize on identified opportunities. Your business plan should include a discounted cash flow projection based on your business model and a realistic work volume for your new company.

Strategize with Business Partner and Secure Buy-In

Show your business plan to your business partners and co-founders, so you can strategize solutions to identified challenges and so you can secure their buy-in for your company’s launch plan.

Begin Trademarking Your Company Name

Begin trademarking your company name by getting a domain name for your company’s website and creating a basic “coming soon” web page for your domain using Wix, Squarespace or another free website builder.

Develop Your Pitch and Pitch Deck

Develop your pitch and pitch deck using financial projections, identified opportunities and strategies used in your business plan.

Choose Business Structure

Choose the structure of your business (sole proprietorship, partnership, LLC, etc.).

Apply For an EIN

Apply for an Employment Identification Number.

Secure Funding for Startup

Engage investors, business contacts and lending institutions in the opportunity of investing in your company using your business plan and pitch deck. Private investors will want to see a Capt Table, Term Sheet, Discounted Cash Flow Projection, Balance Sheet and a Corporate Director Agreement if the investor would be a board member of your company.

Open a Bank Account for Your Business

Open a bank account for your business to ensure startup expenses are accurately accounted for.

Determine Your Tax Classification and Tax Payment Structure

Determine the tax classification your company falls into and decide which tax payment structure you’d like to follow (monthly, quarterly, etc.).

Apply for State and City Business Licenses

Apply for business licences for your city and state. Search “apply for business licence in (city)(state)” to apply online.


These are the tasks you must complete and the milestones you must reach to have a successful launch for your recruiting company.

Create your Company Website and LinkedIn Profile

Build out the “coming soon” site you created for trademarking purposes with information on your company’s recruiters, industries served, recruiting technology used and other info clients will want to see.

Create a Logo and Brand Appropriate for Your Company and Clients

Create a logo and brand identity that is appropriate for the clients you serve and the main industries you work in.

Nurture Connections in Candidate, Client and Recruiter Networks

Nurture connections that you, your partners and your recruiters have with potential candidates, clients and recruiters who are a good match for your business.

Test Technology and Begin Business Tool Subscriptions

Test the recruiting and business tools you will use by scheduling demos and signing up for free trials.

Choose Your City of Operation and Secure Office Space

Choose the city that gives you the biggest advantage for your operations (high candidate density, industry concentration, etc.).

Choose an Insurance Policy

Choose an insurance policy that protects your company, backs up replacement and other quality guarantees, meets workers comp requirements and satisfies the insurance requirements of your company.

Trademark Your Company

Complete trademarking your company name by registering with the US Trademark and Patent Office.

Create SLA, Replacement Guarantee and Other Client Documents

Create a service level agreement, replacement guarantee, recruitment project contracts and other documents for clients to sign.

Hire Employees Required for First 3 Months of Operation

Source the talent you will need for your first 3 months of operations and set their start date just before your official launch to onboard new hires.

Identify Potential Clients and Engage Them

Identify companies that will be a perfect recruiting partner for your business in your city, metro area, state and beyond.


These are the tasks that you need to perform post-launch, to ensure that your company is set up for success now, and in the future.

Evaluate Recruiting and Business Tools

Evaluate the recruiting and business tools you have been using. Look out for clear advantages they provide (or fail to provide), time they save (or waste) and bottlenecks they remove (or introduce) in operations.

[Learn More: Executive Recruiting Software]

Optimize Use of Business Tools and Automate Manual Processes

Find alternatives for business and recruiting tools that are not performing optimally and automate time consuming manual processes by integrating tools and using tools with automation features.

Provide Mentorship and Training to Employees

Provide mentorship and training to all employees, especially recruiters and managers.

Track Recruiter Performance and Present Stats to New Clients

Track the success of your recruiters (placements made, success rate, time to fill, etc.) and present these performance stats to new clients to win business and increase new client confidence in your company.

Update Pitches for New Clients and Post Launch Investors

Update your pitch with performance figures from your first few months of operations. These stats will build investor confidence in your financial projections and the value of the investment opportunity you’re presenting.

Get Feedback Surveys, Case Studies and Testimonials from Happy Clients

Get assistance from happy clients in the form of feedback in satisfaction surveys, case studies and testimonials.

Ask Clients for Referrals At the Close of Projects

Ask clients for referrals in their industry and beyond at the conclusion of successful recruitment projects. Happy clients can be one of your biggest sources of new business.

Write Thought Leadership Posts on LinkedIn to Build Industry Stature

Write thought leadership posts on LinkedIn to build the strength of your brand, to elevate your personal industry stature and to create writing samples that interest client industry and recruiting blogs/magazines.

Allocate Income for Tax Payments

Allocate income required for your company’s state/federal income and payroll taxes.

Final Thoughts: Checklist for Starting a Recruiting Company

After you’ve gone through this list, make sure to schedule a demo of Loxo. Loxo is the industry’s leading recruiting software for agencies of all sizes with features that help you multiply and scale your efforts.

cto job description template

Job Description: CTO

A Chief Technology Officer is essential to startups, growing businesses, and large companies for ensuring their technology is inline with day-to-day operations and long-term goals of the company. CTO duties, although well defined, cover a range of needs, and the CTO is expected to wear many hats as different challenges and demands develop.

In short, a CTO is someone who focuses on the scientific and technological operations of a business from an executive-level position.  

While that’s a concise description of the role, let’s take a closer look at some of the finer notes of the role. CTO roles and responsibilities can be broken down into two main parts: short term and long term.

Short term CTO job duties include making sure their team is finishing daily and weekly tasks, ensuring the company is hitting tech dependent deadlines, delegating duties related to short and long term technology goals, reviewing lower level management decisions, and stepping in to do the “dirty work” when needed.

Long term CTO job responsibilities include assessing the company’s technology and business strategies, providing tech-focused solutions for their CEO and stakeholder to achieve corporate goals, evaluating new technologies to see if they fit into the company’s future plans, and leading innovative projects to drive company performance.

A lot of what will be required and asked of a CTO depends on the size and scale of the business they’re working for, but these descriptions and our example job description later in this post will cover the major CTO roles and responsibilities in today’s business environment.

Regardless of their company’s scale, a successful CTO will need to utilize their experience, business insight, and creative skills to solve problems and overcome challenges as they appear in the many phases of corporate development.

Traits of a Great CTO

Before you write your CTO job description, you should become familiar with the traits of a great CTO and decide which traits will be most important in your CTO role.

To Code or Not to Code

Although not all CTOs have a background in coding, many come from a background in Computer Science and code writing. Knowing when to get your hands dirty on a project and when to delegate is a balancing act that any great CTO will need to master.

Even if unable to provide direct assistance on a project, a great CTO should know when to relegate more support to a specific department and when to let the cogs keep turning.

Business Acumen

An acute eye for technological necessities isn’t enough for a CTO if they want to drive company performance with their initiatives.

Technologies come and go quicker than the seasons pass. Having the business insight to know which innovations will be short-lived trends and which ones are there to stay will make all the difference when making executive decisions about the company’s future.

Jack of all Trades

A CTO’s responsibilities can change from day to day. Having the ability to shift gears and maintain flexibility is an essential trait for any great CTO.

First, this means assessing what processes, tools, etc. need the most the attention to align the company's technology with their business strategy. Second, flexibility means efficiently making decisions and executing changes based on your assessment.

Additionally, the CTO must understand they are one of many faces of the company. They represent the company’s tech aptitude to the press, business partners, and listeners at conferences, and should be able to communicate eloquently when speaking on behalf of the company.

CTO Job Description & CTO Role Description Sample

Use this sample CTO Job Description to help you write your own job description for your next CTO.

Chief Technology Officer Jobs London is looking for a highly qualified Chief Technology Officer with an accomplished background in both technology and business. You must determine day-to-day operations of the technology team, delegate roles and responsibilities to meet deadlines, make executive decisions that support the company’s vision, introduce new tech platforms and channels when necessary, and ensure that tech teams and technology systems/infrastructure are in-line with the company's greater business strategy.

The CTO will be required to function and act as both a business and technology expert. Strong business acumen, an understanding of the latest technology trends and innovations, and a mind for strategic thinking will all be essential to fit this role. CTO benefits will be competitive and comparable to CTO salary in Boston and other major cities.

Chief Technology Officer Responsibilities

  • Develop a vision for technologies used in the company that are in line with the company’s business strategy and that drive greater performance at all levels.
  • Implement benchmarks to measure progress toward both short and long-term goals, and ensure that the company’s technological resources meet those benchmarks.
  • Develop timelines and chart the deployment dates of all technology services.
  • Communicate and maintain all regulatory standards for technological practices.
  • Oversee system infrastructure in ensuring efficiency and performance across and between all systems.
  • Make executive decisions that support the needs of the company and the technological requirements that will help fulfill those needs.
  • Advise and mentor team members.
  • Monitor and maintain technology budgets.
  • Be up to date with tech trends and the newest innovations relevant to the company’s goals and competitor actions.
  • Ensure that all departments understand how to use technologies correctly, efficiently, and in a way that maximizes usage and profitability.
  • Use feedback from stakeholders in making necessary technological improvements and adjustments.
  • Appropriately represent the company’s public image as an executive when speaking on behalf of the company.

CTO Job Spec

  • Bachelor’s degree in Engineering, Computer Science, or related field; Master’s degree or MBA.
  • Proven and extensive experience in technology, leadership, and business management roles; more than 5 years VP or C-Level experience recommended.
  • Must be able to demonstrate advanced technological skills.
  • Must have excellent team management skills.
  • Excellent communication skills; written and verbal skills required.
  • Must be flexible and aware of what duties need the most attention to meet company goals at any given point.
  • Must not only have industry knowledge but an extensive understanding of the future of the industry and which technologies will be a part of that future.

This job description is a great starting point for your company’s CTO job ad, but don’t forget to customize it so that it reflects your company’s or your client company’s culture and mission. This way, you can attract a CTO who is engaged with your job description, not someone who just wants a high paying job.

For recruiters searching for great CTO talent, Loxo is an all-in-one executive recruiting software platform that uses AI to source technology executives and automatically gathers their contact info in our CRM + ATS. This way, you can spend your time building relationships with great CTOs instead of scouring the internet for their contact info.

To see how Loxo can put you in touch with more technology executives, schedule a demo here.

executive recruiting software encore

Executive Recruiting Encore: Keep Your Clients Coming Back For More

Your clients can be one of your best sources for new business through referrals, but your existing clients can also be a source of new business if they call for an encore search following a few successful placements.

From expanding the executive and other recruiting services that you provide, to onboarding/training employees and auditing for organizational skill gaps, expanding your role and the value you provide to clients can win you quite a lot of work from companies you’re already working for.  

By positioning your firm as a strategic partner for your clients instead of just another service provider, you can gain greater access to the client company’s strategic decision making process, allowing you to advise clients on their recruiting strategy and identify more opportunities to expand the services you provide.  

As long as you provide great results through your active role as a strategic advisor and asset, your clients will be calling for their encore search partners to provide ever more insights and services.  

Expanding Recruiting Efforts and Services to Make Your Recruiting Encore Go

Like any other instance where you’re asking for work from a client, you need a compelling pitch to ensure that your clients will be enthusiastic about the expansion of your services, as well as a concrete plan for the implementation of these expanded services.  

Your clients have already entrusted you with recruiting for executive roles, and you should use your insider advantage to create a pitch that is tailored to your client’s recruiting and other staffing needs.

For instance, if you know that your client’s ATS is disorganized and under-utilized, part of your pitch would focus on the benefits that your preferred candidate tracking/management platform will provide.

Beyond the pitch, your expanded services plan needs to be tailored to the current needs of your clients, their short and long term corporate strategy and the HR heads/resources you will be working with.

While some clients may want you to step in and take over the entirety of HR’s recruiting function, others will want you to act as a support partner to HR. To create a plan and pitch that is accepted by your clients, you must understand the role that your client wants you to play and how this role will work with their internal recruiting and HR personnel.

Answering these questions will help you choose the primary focus of your expanded services plan and the pitch that you give to your clients:

  • What is your client’s overall corporate strategy for this year and how will this strategy depend on executive hires, other hires, and the expanded recruiting services your firm can provide?
  • How can the expanded services you provide improve the strategic outcomes your client is trying to achieve (shorter timelines, greater revenue, cutting costs, etc.)?
  • Which client goals will depend on which departments, and how will your expanded recruiting services improve the performance of these mission-critical departments?
  • What challenges have been identified for the client’s ongoing strategy and how will your expanded services help them to overcome these challenges?
  • Where are your client’s current staffing or skill gaps and how could these affect the execution of their strategy?
  • How, specifically, will your expanded services help your clients to gain market share over their competitors?
  • What measurable benefits (increased productivity in critical departments, reduced turnover in critical departments, etc.) are going to result from your expanded services?

Once you have identified the ways in which your firm can support the ongoing objectives of your client, the next step is identifying the specific strategies and services you will use to provide this support.

Here are some examples of services that can provide value to clients and assist them in reaching their goals or even exceeding their goals. Feel free to use this list as your encore services wiki for offering the next round of expanded services for your clients and building the pitch to land this work.  

Succession Planning / Management

Executive transitions are highly important for organizations as well as their share prices.

Succession planning can ensure that your clients stay on course to execute their current strategy even when critical executives fall off along the way, and succession management ensures that executive transitions go smoothly and result in successful outcomes.

Organizational Strategy and Staffing Evaluation

The execution of your client’s strategy will depend on the hard work of their employees, from entry level to the C - Level.

By evaluating the company’s organizational and staffing strategy in relation to their ongoing objectives, your firm can identify current and future organizational/staffing requirements that must be met to achieve your client’s goals.

Strategic Workforce Planning

Strategic workforce planning is essential for organizations in industries undergoing rapid changes, and helps these companies to remain in lockstep with their competitors.

Paired with the evaluation of your client’s organizational/staffing plan, your client can be prepared for the demands of current and upcoming market/industry forces that will affect their ability to meet objectives.

Recruitment Process Outsourcing

Recruitment Process Outsourcing (RPO) is perfect for companies that are experiencing dysfunction in their hiring processes or who are experiencing hiring demand beyond their internal capabilities.

When a client’s HR department is already stretched thin, RPO can free up internal talent for the work they need to do while ensuring that all staffing requirements are met quickly, without sacrificing quality of hire.

Culture Transformation

Companies with problematic cultures can lose public confidence and share value in addition to lots of great employees.

Culture transformations are no easy feat, and offering guidance in strategy, rebranding of the client’s employer brand and establishing policies to enforce new culture standards will help rebuild the confidence of employees in the client company as well as public confidence in the company.

Leader Development / Executive Coaching

Executive coaching services help to shore up skill gaps in your clients leadership team, reign in executives with problematic behavior and ensure that all executives feel supported as they take on the biggest challenges your clients are facing.

Board of Directors Services

To ensure that your client’s executive team is getting the guidance they need, you can offer board of directors services to select the best board members for your client’s needs and work with their board to create the best working relationship possible between board members and executives.

By offering services like board member recruiting, board competency evaluation, board member coaching, board culture evaluations, board oversight and board member succession planning, your firm can help your client to get the guidance and strategic insight they need from their board of directors.  

Auditing/Forecasting Organizational Skill Gaps

Discovering current organization skill gaps and forecasting impending skill gaps is critical to your clients, especially those who are in close competition with competitors.

By closing skill gaps with your services, your clients will be better equipped to meet the evolving demands of their industry and leap upcoming hurtles more quickly and effectively than their competition.


Onboarding and training services help new hires reach greater levels of productivity more quickly, improve new hire impressions of your client company and increase new hire engagement.

By using your firm to fulfill critical onboarding and training requirements, your client’s hiring managers and HR staff can be freed up to do more advanced work for the client company.  

Employee Engagement

Employee engagement is closely related to employee performance, and a culture of disengagement can easily be responsible for your client’s slipping productivity levels.

By offering employee engagement services, you can help to increase productivity, employee satisfaction and employer brand strength, while decreasing turnover.

Recruiting Platform / Software System Audit

Performing an audit of the executive recruiting software systems used by your client can improve the overall speed of their hiring process and improve the quality of candidates sourced, interviewed and hired by identifying bottlenecks and other issues being caused by your client’s current recruiting software.

Following the audit, your firm can also provide services for your client’s recruiting software woes, whether this means optimizing the use of their current software system or adopting the use of a new software system.    

Recruiting Software System Implementation

To more quickly and effectively implement a new recruiting software system, your firm can be the driving force behind your client’s adoption of new recruiting technology.

Whether they are adopting a new ATS, CRM (Candidate Relationship Management) or even a training/onboarding platform, your team will ensure that your client starts receiving the strategic benefits of their new technology investment more quickly and that their systems are more effectively integrated into recruiting and other people-centric processes.

By expanding the services you offer to your executive recruiting clients, you can create a continuous working relationship that spans years instead of months.  

By leveraging Loxo’s sourcing automation powered by AI, the time you used to spend sourcing and scouring the internet for contact data can be spent offering strategic support and expanded services to your clients.

To see how Loxo supports expanded services models for recruitment agencies, you can schedule a demo here.

Introducing: Loxo Email Campaigns

It’s time to set your email outreach on auto-pilot. Sales and marketing professionals have been using automated email drip campaigns for years.

The majority of recruiting and staffing professionals have no idea that this tactic alone can help them accomplish weeks worth of work in a single day. This compounds the more jobs and recruiters an agency or organization has.

What Problem does this solve for you?

Time. You no longer have to follow up with people all day, and instead you can focus your time on talking to the people who are eager and ready. The few executive search firms that have stealthily employed this warm outreach tactic have had groundbreaking success. The problem however, is that they were stuck using tools built for inside sales teams.

Cost and complexity. These tools like or SalesLoft can start at $8,000 per year, are technical to setup, takes months to learn, and worst of all they are not even part of the a recruiting workflow or integrated with your core ATS, core executive recruiting software, or core recruiting CRM. Meaning you have to use many additional tools and pay for lots of different software solutions. Your total cost of ownership for all these modern tools can run you into the ten’s of thousands if not hundreds of thousands of dollars depending on the size of your recruiting organization.

Ease of use. We felt it was time recruiters gained access to the same world-class tools. Loxo Campaigns allows you to do more faster, and work smarter than ever before. This time it’s built for recruiters doing passive recruiting at scale, and the best part is that it is very simple and easy to use.

Competitive advantage. Now, with Loxo Campaigns, you can recruit 10 times faster, with less stress and have more conversations with less effort.

Email is an indispensable tool in the recruiting world but being able to set an automated campaign either for prospective clients or potential candidates will launch your business above competitors as you automate and optimize a key tool in your communication. The building blocks for a successful email campaign are 1) know your audience, 2) invest in your content and 3) optimize your results.

Use metrics to improve your next campaign and optimize results on the Loxo Dashboard.

Know your Audience

Anyone can blast a database with an email message. But an impersonal message that is not relevant is easy to spot and will be ineffective to getting a response. We’ve all received these types of emails before and we all know how quickly we hit the “delete” button. So, before you set up an email campaign, think about who your target audience is. Some questions you may want to consider are: Who do I want to target? What subset of candidates or sales prospects in my database do I want to email? What is my objective? Am I trying to schedule a meeting, have them select a time to interview, or just build a relationship? What value will I provide to the audience so that they are excited to receive future email campaigns? What sequence of emails will lead to the highest connection rates and deliver the results I need? If your email isn’t to the right people, with relevant context, your email messages will go unread or be filtered into the trash.

Your audience will inform who to include in your email campaign and will also influence the content of the email (we’ll talk about this next). With Loxo Campaigns, you can send campaigns for business development purposes or to potential candidates. Segmenting your audience is key to building content. Instead of blasting all potential client companies, identifying a niche client will enable you to build a higher value proposition email. For example, targeting small software startups in and around San Francisco will have a different message than targeting well-established healthcare companies. While they both might be your target clients, breaking these out into two separate campaigns will enable you to better target each.

Similarly, while it might be tempting to blast your database of potential candidates, creating a unique email campaign for a specific audience will garner a higher response rate. Segment out your database with tags and other unique identifiers. Then, for example, you could build a campaign to target new graduates with a specific degree or background. Knowing who you are targeting is the first step for a successful email campaign.

Invest in your Content

After identifying who you are targeting, the next step is to invest in your content. Investing in your content builds off of truly understanding who your target audience is. What do they find valuable? What can you offer these companies with your recruiting talent that another teams can’t? What is the benefit for them? Taking time to understand what your audience needs and how you can solve their problem is paramount for providing valuable communication that won’t be immediately filtered into spam.

Loxo email Campaigns allow you to create any number of emails in a drip and set the timing between when each is received. The content in each email should directly benefit the receiver. When thinking about your content, write your emails based on a reader’s question “What’s in it for me?” If you are working on a business development campaign to potential new clients, how can you showcase that you understand their culture, can save them time, and deliver their next best employee? For passive candidates, you must demonstrate enough benefit or curiosity on their end to entertain a call or further information on your open role. Knowing your audience and then investing in the content they will receive is based on the value you can offer. Make it simple, short and relevant to the reader.

Optimize your Results

Once you’ve identified your audience, tailored your messages and sent your first campaign, the last step of your email campaign strategy is to optimize your results. Here is where you look back at your campaign and asses the results to make changes to the next set. With Loxo Campaigns, you are able to view open, click, download and response rates on your campaign dashboard. Your metrics directly correlate to if you have the right audience and if your content offer values. Low open and response rates indicate you do not have the right audience, your content isn’t valuable or a combination of both.

Use metrics to improve your next campaign and optimize results on the Loxo Dashboard.

Using Loxo email Campaign metrics will enable you to tweak your strategy and improve your results. One way you can do this is to break one audience segment into two groups and A/B test your content. From here, you can continue tweaking your segmentation and content to capture the highest response rate and ultimately more recruiting business.

Set up your first email Campaign with Loxo to start automating your business and increase productively. Keep in mind who you need to communicate with, the value you can provide and always learn from your sent campaigns to improve the next.

Use metrics to improve your next campaign and optimize results on the Loxo Dashboard.

Loxo to Exhibit at the 2018 HR Technology Conference

Denver, CO — Loxo, a Denver-based SaaS startup specializing in intelligent recruitment software for the Web 3.0 era, announces its sponsorship of the HR Technology Conference in September. This will be Loxo’s first time sponsoring the event.

When asked about the sponsorship, Loxo’s Founder & CEO, Matt Chambers, said,

“This is an exciting opportunity for Loxo. HR Tech is one of the most comprehensive conferences covering both legacy and emerging HR technologies and attracts one of largest groups of respected HR professionals in the world. We’re not only excited to exhibit at the conference, but we’re looking forward to demoing our newest solution, Loxo AI™, to conference attendees. We can’t wait to demonstrate how Loxo AI™ can both identify top candidates as well as build talent pools in an industry where traditional methods to source and attract quality candidates are literally decades behind of what is now possible.”

As sponsors, Loxo will be exhibiting in booth 707 during the conference. The company will prominently display its all-in-one recruitment platform with a special emphasis on the recently updated Loxo AI™, an automated sourcing assistant which identifies the best talent for any open role.

To join Loxo and a community of over 9,000 recruiting professionals at HR Tech, register today at and use promo code LOXO18 for a $300 savings on registration costs.

About HR Tech

HR Tech is the place to get the whole picture of the HR technology market. Whether you’re looking to increase your knowledge to buy and effectively implement new HR systems or simply to stay on top of this rapidly changing industry — your organization’s success starts here. As the industry’s leading independent event for 20+ years, HR Tech has been a key catalyst for tens of thousands of HR and IT executives in their quest to leverage technology and secure HR’s role as a pivotal component in their company’s overall success.

This year HR Tech will be held in Las Vegas, NV at The Venetian from September 11–14. For more information on the conference, please visit:

About Loxo

Loxo is the first intelligent web 3.0 recruiting platform designed for modern recruiting. Our all-in-one recruitment platform includes an ATS + CRM, Loxo Connect™ (contact information finder), Loxo AI™ (sourcing automation), and a recruitment marketing tool suite, making it easy to move a candidate from source to closed.

Loxo automates manual processes, eliminates data entry, and saves you precious time, allowing you to focus on building a more engaging candidate experience. To learn more about Loxo, visit us at or contact us at