I am a UK Recruitment Consultant venturing into the US market. To provide some background, I’ve spent six years in recruitment. The first four years focused on business development and account management, where my colleagues handled candidate sourcing for open positions. For the past two years, I have been exclusively working with the US market, taking on the responsibility of identifying candidates for my clients myself instead of relying on another department.
My specialization is in recruiting software engineers, particularly those skilled in Microsoft .NET. When I entered the US market, I applied similar strategies to those I had used in the UK, including cold-calling candidates to learn about their interviews and scouring job boards for open positions. I would then reach out to companies with potential anonymized candidates to capture their interest and build relationships.
Since starting in the US, I’ve refined my approach, realizing that there are plenty of leads available on job boards, so cold-calling candidates has become less necessary.
When I identify what I believe to be the hiring manager, I attempt to contact them a couple of times over the first two days. If I don’t reach them, I send an initial email followed by a subsequent phone call. This process extends over about four weeks, during which they will receive a total of seven emails (one initial and six follow-ups).
I replicate this approach with all the other companies I pursue, typically targeting around 10-15 new businesses daily. Taking into account the companies I’m already pitching and the “check-in” emails I send to existing clients, I end up reaching out to approximately 80-100 companies each day.
I truly enjoy what I do and have invested significant time and effort into establishing my business.
I would greatly appreciate any advice on securing new business or insights from fellow recruitment consultants about their experiences in the US market. Thank you!
RCadmin
It sounds like you’re diving into the US market with a solid strategy, especially by adapting your approach from your UK experience. Here are a few suggestions that might help you secure new business and enhance your recruitment efforts:
Tailor Your Messaging: While you have a good number of emails that you send, consider personalizing them based on the specific needs or recent developments of the companies you’re targeting. Mention a recent project they worked on or an article they published. This can make your outreach stand out in a crowded inbox.
Networking: Leverage platforms like LinkedIn not just for cold outreach, but also for networking. Engage with industry leaders, join relevant groups, and participate in discussions. This will help you build relationships and establish yourself as a knowledgeable figure in the software engineering niche.
Utilize Referrals: If you have existing clients in the US, ask them for introductions to other companies. A warm referral can be more effective than cold outreach.
Content Marketing: Consider creating valuable content related to software engineering and recruitment. This could be blog posts, infographics, or videos. Sharing knowledge can position you as an expert in the field and attract potential clients to you.
Market Research: Make sure you’re up-to-date with the specific trends and challenges in the US tech recruitment market. Each region may have its own unique needs, so understanding these can help you tailor your pitch effectively.
Follow-Up Strategy: You might be following up a lot, but ensure you’re mindful of not overwhelming potential clients. Quality over quantity can sometimes be more effective. Try to make your follow-ups more engaging, perhaps by including insights that can add value to them.
Check for Tech Events: Attend or participate in tech meetups, conferences, and job fairs (even virtually). These can provide you with opportunities to meet hiring managers and make connections directly.
Feedback Loop: If your outreach results in feedback, whether positive or negative, take it seriously and refine your approach based on the continuous feedback you receive to improve your strategy.
Dig Deeper into Roles: While targeting software engineers, perhaps expand your services to also cover related roles, like UX designers, project managers, or data analysts. This can broaden your market and attract more opportunities.
Utilize Technology: Explore using recruitment software tools or Applicant Tracking Systems (ATS) that can streamline your process, allowing you to track your outreach, manage relationships, and analyze what works best for your strategy.
Remember that building a presence in a new market takes time, but consistent effort and adaptation will yield results. Best of luck with your recruitment endeavors!