01The signal
A hiring need that fits your niche
AL
Atelier LumaMaintenance TechnicianLyon · Permanent
Reposted vacancyOpen for 52 days
Illustrative hiring activityMantiks for recruitment agencies
Your next clients
are already hiring.
Build your recruitment agency’s business development around real hiring needs. Find companies in your market, reach the right decision-makers and prepare a relevant approach.
Jobs + companies + contactsBuilt around your niche
Maintenance · Lyon · Direct employers
Example02The decision-maker
Someone worth speaking to.
Relevant decision-makerCamille LaurentMaintenance Manager
Atelier Luma
Relevant to the maintenance role
Role, company and available contact details in one context.
03Your approach
A reason to connect.
Approach prepared
Hi Camille, I noticed your maintenance vacancy in Lyon. Our agency supports industrial businesses hiring for these roles…Draft for review
Illustrative example · fictional company and contact
Approach People/14 new clients · ≈30 roles opened
Explore the Approach People storyMake time for business development
Recruitment agency prospecting. With a clear focus.
Between live assignments and candidate conversations, business development needs a place in your week. Mantiks brings together the information you need to make it a routine.
Vacancies are scattered
Bring the hiring needs in your market together instead of repeating the same search across job boards.
The contact is still missing
Connect a relevant vacancy to a decision-maker, available contact details and the context behind the role.
Prospecting keeps waiting
Prepare a usable list, then spend your prospecting session on calls, conversations and new assignments.
Customer story · Approach People
14 new clients. A practical approach.
Approach People uses Mantiks to identify hiring needs and prepare prospect lists for its consultants, within its existing commercial workflow.
Read their customer story14new clients
≈30assignments opened, approximately
€66,066in revenue associated with 10 placements
Results reported in the Approach People customer story. They are not a promise of future results.
Three starting points
Start with what you already know.
Your niche, a strong candidate or a former client: each can open a new commercial conversation.
Your market
Focus on the roles, industries and locations where your agency adds value. Identify employers with relevant hiring needs.
Your candidates
Start with an available candidate to find employers hiring similar skills and prepare targeted Spec CV introductions.
Your accounts
Monitor hiring at clients, former clients and prospects so you have a concrete reason to reconnect.
From signal to action
An opportunity your team can act on.
Consultants understand why an account is worth approaching. Agency leaders get a business development routine the team can repeat.
Define your starting point
A role, a location, a target account list or a candidate you want to introduce.
Criteria built around your agencySpot relevant hiring needs
Review vacancies and the signals that deserve a closer look.
A shortlist of companies to exploreIdentify the decision-maker
Find the relevant operational manager, recruiter or business leader for the role.
A contact with hiring contextPrepare the conversation
Draft your approach and activate the opportunity through your configured tools.
A draft, a list or an exportFocus your commercial effort
Some vacancies deserve a closer look.
The timing of the need and its fit with your expertise help you decide which accounts to investigate first.
These signals support prioritisation. They do not guarantee urgency, budget or an assignment.
A reposted vacancy
The requirement has appeared again. Check what has changed and where your agency could help.
A role open for several weeks
The age of a vacancy can provide a reason to get in touch. It does not prove the employer is struggling.
A need in your niche
Your market knowledge and relevant candidates give you a meaningful starting point for a conversation.
Reverse sourcing
Uncover the likely end client.
An agency-published vacancy may reveal an outsourced hiring need. Mantiks helps identify the potential company behind the advert, with the match still to be checked.
The right decision-maker
The right contact depends on the role.
A maintenance manager, sales director or business owner may be more relevant than a generic HR contact. Mantiks considers the role and its hiring context.
Relevant decision-makerCamille LaurentMaintenance Manager
- Name and role
- LinkedIn profile
- Business email, when available
- Phone number, when available
Available information varies by person and company.
Illustrative example · fictional company and contact
Built around your agency
One method. Different ways to work.
Independent recruiters
Build business development around your available time and your strongest candidate opportunities.
Specialist agencies
Focus on your roles and locations. Prepare approaches that reflect your knowledge of the market.
Recruitment and staffing teams
Organise monitoring around each consultant’s accounts and the hiring needs your team can support.
Use exports, APIs or webhooks to work with your existing tools, depending on your configuration.
FAQ
Practical answers before you start.
Start with your team’s roles, locations and working habits.
Do we need to change our CRM?
Mantiks supports the preparation stage of business development. You can use lists in your existing tools through available exports and connections. The setup depends on your workflow.
Can we start with a candidate?
Yes. The Spec CV workflow starts with the candidate profile to find employers hiring comparable skills, then helps you prepare a targeted introduction.
Can we exclude other recruitment agencies?
You can focus searches on direct employers and exclude intermediaries. Reverse sourcing is a separate workflow: it starts with agency adverts to identify a likely end client.
Which decision-maker does Mantiks suggest?
The relevant person depends on the role, company and hiring context: an operational manager, HR contact, internal recruiter or business leader. Review the fit before reaching out.
Are contact details always available?
No. Available fields vary. An identified person may not have a business email address or phone number available.
Can we monitor former clients?
You can follow hiring activity at target accounts and use relevant new requirements to prepare a timely follow-up.
What can be automated?
Configured saved searches, reports and connections can reduce the work of monitoring and preparing lists. Review and adapt your approach before activating it in your outreach tools.
How can we evaluate Mantiks in our niche?
Use your own roles and locations to assess the vacancies, companies and contacts returned. A demonstration can walk through the workflow in your market.
Grow your recruitment business
Your next client may already be hiring.
Explore the needs in your market and give your team a concrete reason to start the conversation.
