Staffing Agency Lead Generation Case Study

Campaign Snapshot

Company: GoGig Employment Staffing Agency LLC
Industry: Human Resources and Staffing
Target Location: Palm Beach County, Broward County and Port St. Lucie, Florida
Target Prospects: Business owners, HR managers and operations managers hiring hourly and skilled workers
Service Provided: Recruitment and Staffing Agency Lead Generation
Campaign Goal: Book qualified meetings with employers that need to fill critical roles
Campaign Duration: 3 months
Channels Used: Cold Calling, Email Marketing
Total Appointments: 37 qualified appointments
First Appointment Booked: Within the first week

Channel Activity Metrics

Our B2B cold calling team started conversations with hiring decision-makers. Email supported follow-ups and helped interested employers arrange meetings.

• Cold Calls Placed: 9,200+
• Emails Sent: 5,400+
• Total Conversations: 820+
• Average Monthly Calls: Approximately 3,067+
• First Appointment Booked: Within the first week

Company Overview

GoGig Employment Staffing Agency serves employers across Palm Beach County, Broward County and Port St. Lucie, Florida. Its services include job placement, talent hiring, temporary and gig staffing and workforce support.

The company helps employers fill critical roles with pre-screened, reliable talent. Its focus is reducing hiring time, lowering turnover and making recruitment easier for local businesses.

The Challenge

GoGig had a strong candidate base but needed a consistent way to reach employers that could use its staffing services.

The campaign faced four challenges:

• The agency had no established employer client base for candidate placements
• Business owners and HR managers screened out recruiting calls
• National staffing brands and established local agencies already held many employer relationships
• Sales prospecting competed with candidate recruiting, screening and placement work

GoGig needed a structured process to identify hiring companies, reach decision-makers and book qualified meetings.

Before vs After: The Shift in GoGig Employment’s Employer Pipeline

The campaign gave GoGig a direct source of employer conversations and a weekly pipeline of companies with hiring needs.

Campaign Objectives

The primary goals of the campaign were:

• Identify Florida employers with recurring hourly and skilled hiring needs
• Reach the people who approve staffing partners
• Confirm open roles and hiring timelines before booking
• Arrange discovery meetings that GoGig could develop into staffing opportunities

Outbound Outreach Strategy

We used a calling and email campaign focused on employers within GoGig’s service area. Messaging highlighted pre-screened workers, faster hiring and fewer early departures.

Targeted Employer Prospect Lists

We built employer lists across five sectors in Palm Beach County, Broward County and Port St. Lucie:

• Hospitality, restaurants and food service
• Warehousing, distribution and light industrial
• Construction and skilled trades
• Janitorial, facility and property services
• Home care and healthcare support

Our custom list building team checked company size, location and hiring activity. We verified emails through ZeroBounce and prioritized employers with active job postings.

Multichannel Outreach Strategy

Calls helped us understand each employer’s hiring needs. Email continued the conversation and provided a direct way to schedule a meeting.

Cold Calling

Our team used recruitment agency cold calling scripts adapted to GoGig to:

• Speak directly with business owners, HR managers and operations managers
• Ask about time-to-fill, turnover and worker no-shows
• Introduce GoGig’s pre-screened talent and staffing support
• Qualify hiring needs during the conversation
• Book meetings with interested decision-makers

Email Follow-Up

Email outreach supported the calling campaign by:

• Following up after live conversations and voicemails
• Sending short messages about pre-screened talent and faster hiring
• Using cold email templates for recruitment agencies adapted to the employer’s needs
• Providing a direct link to book a hiring needs call

Qualification Criteria

Every employer went through a lead qualification process agreed with GoGig before a meeting was booked.

• Hires hourly or skilled workers within GoGig’s Florida service area
• Has open roles or expects hiring needs within 60 days
• The contact approves or influences staffing partner decisions
• Is open to a discovery call about pre-screened talent

Only employers who met all four criteria were scheduled with GoGig’s team.

Booking Method

We booked qualified employers directly on GoGig’s calendar during live calls.

• Direct meeting booking
• Calendar invitations and email confirmations with open roles noted
• Reminders before each meeting
• Qualification notes covering roles, headcount, hiring timeline and the current staffing vendor

GoGig received the hiring details before each meeting so its team could prepare for the conversation.

Campaign Results

The three-month campaign produced 37 qualified employer appointments. We booked the first appointment within the first week and increased monthly bookings from 9 to 15.

Appointment Outcomes

• Total Appointments Booked: 37
• Average Monthly Appointments: About 12
• First Appointment Booked: Within the first week
• Month 1 Appointments: 9
• Month 3 Appointments: 15
• Monthly Appointment Growth: Approximately 67%

Campaign Timeline: How the Employer Pipeline Built Over 3 Months

Appointment volume increased as the team refined employer lists, tested messaging and followed up with interested prospects.

• Month 1, List Build and Launch: We built employer lists, tested calling messages and booked the first meeting within week 1. The month produced 9 appointments.
• Month 2, Messaging Refinement: We refined calls and emails around turnover and worker no-shows. The month produced 13 appointments.
• Month 3, Full Outreach Cadence: Follow-ups with earlier contacts supported new calling activity. The month produced 15 appointments, the campaign’s highest monthly total.

The campaign booked 37 qualified appointments over three months. Final-month bookings were approximately 67% higher than the first month.

Pipeline Impact

The campaign helped GoGig identify employer hiring needs and start staffing discussions.

• Employers Qualified With Active Hiring Needs: 60+
• Open Roles Identified: 150+
• Active Staffing Discussions After Meetings: 20+
• Sector Coverage: Five industries
• Market Coverage: Palm Beach County, Broward County and Port St. Lucie
• Employer Pipeline: A weekly flow of qualified conversations and meetings

Why the Campaign Worked

Five choices supported the campaign results.

• Hiring-Based Targeting: We focused on industries with recurring staffing needs and prioritized employers with active job postings.
• Specific Hiring Questions: Calls addressed time-to-fill, turnover and worker no-shows to uncover relevant needs.
• Phone and Email Follow-Up: Live calls supported qualification while email helped continue conversations between calls.
• Screening Before Booking: We confirmed hiring needs, service-area fit and decision-making involvement before scheduling meetings.
• Local Market Focus: Every target company operated within GoGig’s service area.

Sample Outreach Workflow

Each employer followed a clear path from prospect research to a booked meeting.

• Identify an employer with hiring activity within GoGig’s service area
• Call the owner, HR manager or operations manager
• Ask about open roles, time-to-fill and turnover
• Confirm headcount, hiring timeline and the current staffing vendor
• Send a follow-up email explaining GoGig’s pre-screening process
• Book a hiring needs call on GoGig’s calendar
• GoGig conducts the meeting and discusses potential job orders

Key Performance Summary

The three-month campaign created a direct source of qualified employer appointments and staffing discussions.

• Campaign Duration: 3 months
• Total Appointments: 37
• Monthly Average: About 12
• Cold Calls Placed: 9,200+
• Emails Sent: 5,400+
• Total Conversations: 820+
• Employers Qualified: 60+
• Open Roles Identified: 150+
• Active Staffing Discussions: 20+
• First Appointment Booked: Within the first week