Recruitment Lead Generation Case Study

Campaign Snapshot

Company: ACE Staffing
Headquarters: Orlando, Florida
Industry: Human Resources and Staffing
Target Location: United States
Target Prospects: Construction company owners, project managers, plant managers, operations managers and HR decision-makers
Service Provided: Recruitment and Staffing Agency Lead Generation
Campaign Goal: Book qualified meetings with employers that have open skilled, industrial or professional roles
Campaign Duration: 2 months
Channels Used: Cold Calling, Email Marketing
Total Appointments: 70 qualified appointments
First Appointment Booked: Within the first week

Channel Activity Metrics

Calls started direct conversations with hiring decision-makers. Email supported follow-ups before consultations. Our staffing and recruiting cold calling benchmarks provide context for reviewing outreach performance.

• Cold Calls Placed: 16,400+
• Emails Sent: 10,200+
• Total Conversations: 1,580+
• Average Monthly Calls: 8,200+
• First Appointment Booked: Within the first week

Company Overview

ACE Staffing is based in Orlando, Florida and has more than two decades of staffing experience across the Southeast. The company fills construction, manufacturing and warehouse roles. Its Ace Professional division also places engineers, estimators, accountants and construction project managers. ACE screens, tests and hires workers before assignments and operates as a drug-free workplace. The company reports 1,500+ filled vacancies and a database of 98,000 resumes.

The Challenge

ACE had an established candidate base and placement experience but needed a consistent way to reach new employers beyond its existing network.

The campaign faced four challenges:

• New employer relationships depended mainly on referrals and repeat clients
• Front desks and job-site staff screened calls to contractors and plants
• National staffing brands already held vendor relationships with larger employers
• Recruiters spent most of their time filling job orders, leaving limited time for sales outreach

ACE needed a structured process to identify hiring companies, reach decision-makers and book qualified staffing consultations.

Before vs After: The Shift in ACE Staffing’s Employer Pipeline

The campaign gave ACE a direct source of employer meetings and qualified opportunities beyond referrals and existing accounts.

Campaign Objectives

The primary goals of the campaign were:

• Identify employers that need skilled trades, industrial and professional workers
• Reach the owners and managers who approve staffing vendors
• Confirm current or upcoming hiring needs before booking
• Build a repeatable source of employer meetings beyond referrals

Outbound Outreach Strategy

Our B2B lead generation campaign used calls and emails to reach employers hiring for roles ACE regularly fills. Messaging addressed open positions, shift coverage and staffing needs.

Targeted Employer Prospect Lists

Our custom list building team built employer lists across five sectors that matched ACE’s placement services:

• Commercial construction and general contractors
• Manufacturing and fabrication plants
• Warehousing and distribution centers
• Damage restoration and specialty trades
• Engineering and project-driven firms hiring professional staff

We sourced contacts through commercial B2B databases and LinkedIn Sales Navigator. Every email went through ZeroBounce verification before entering an outreach sequence.

Multichannel Outreach Strategy

Calls helped us identify hiring needs and speak with decision-makers. The email explained ACE’s worker screening process and continued conversations between call attempts.

Cold Calling

Our B2B cold calling team adapted messages to each employer sector to:

• Reach plant and site managers during early-morning call windows
• Ask about open positions, shift coverage and turnover
• Explain ACE’s staffing support and worker screening process
• Address employers who already had a staffing agency
• Book qualified consultations during the call

Email Follow-Up

Email outreach supported the calling campaign by:

• Sending short, role-specific emails focused on trades, industrial or professional hiring
• Explaining ACE’s pre-screened and drug-tested workforce
• Following up with employers after call attempts
• Providing a direct link to book a staffing consultation

Qualification Criteria

We used a BANT-style screen to check hiring needs, decision-making authority and timelines before booking.

• Has open or upcoming skilled trades, industrial or professional roles
• The contact holds authority over staffing vendors or hiring budgets
• Has a clear timeline for filling positions
• Is open to a new or additional staffing partner

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

Booking Method

Our appointment setters booked qualified employers directly on ACE’s calendar during live calls.

• Direct appointment booking
• Calendar invitations with role, headcount and hiring timeline notes
• Reminder calls and emails to protect show rates before each meeting
• Hiring details shared with the account team before the consultation

This process helped ACE prepare for each meeting with a clear understanding of the employer’s staffing needs.

Campaign Results

The two-month campaign produced 70 qualified employer appointments. We booked the first appointment within the first week and increased weekly booking volume throughout the campaign.

Appointment Outcomes

• Total Appointments Booked: 70
• Average Monthly Appointments: 35
• First Appointment Booked: Within the first week
• Conversation-to-Appointment Rate: Approximately 4.4%, using the reported conversation count

Campaign Timeline: How the Employer Pipeline Built Over 2 Months

Weekly appointment volume increased as the team refined employer lists, calling windows and follow-up messages.

• Weeks 1 to 2, List Build and Launch: We built lists across five sectors, approved scripts and emails and booked the first appointment within week 1. This phase produced 12 appointments, averaging 6 per week.
• Weeks 3 to 5, Messaging Refinement: We shifted calls toward early-morning windows and launched the full email sequence. This phase produced 25 appointments, averaging about 8 per week.
• Weeks 6 to 8, Full Outreach Cadence: We followed up with earlier contacts and reached additional decision-makers at multi-site employers. This phase produced 33 appointments, averaging 11 per week.

The campaign booked 70 qualified appointments over eight weeks. Weekly bookings increased from 6 in the first phase to 11 in the final phase.

Pipeline Impact

The campaign helped ACE uncover open positions and start discussions with potential employer clients.

• Qualified Opportunities Created: 45+
• Active Staffing Discussions: 20+
• Open Positions Identified: 300+
• Sector Coverage: Construction, manufacturing, warehousing, restoration and professional staffing
• Recruiting Business Development: A repeatable outbound prospecting process

Why the Campaign Worked

Five choices supported the campaign results.

• Sector-Based Targeting: Employer lists focused on industries that matched ACE’s established placement services.
• Role-Specific Messaging: Calls and emails addressed the different needs of trades, industrial and professional hiring.
• Early-Morning Calls: Calling windows helped reach plant and site managers before their shifts became busy.
• Worker Screening: Messages explained ACE’s pre-screened, drug-tested workforce and gave employers a reason to consider another staffing partner.
• Consistent Follow-Up: Daily calling and email activity helped move interested employers toward consultations.

Sample Outreach Workflow

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

• Identify an employer within one of the five target sectors
• Call the owner, plant manager or HR decision-maker
• Ask about open roles, shift gaps and turnover
• Confirm decision-making authority, hiring timeline and staffing vendor arrangements
• Send a follow-up email explaining ACE’s screening process
• Book a staffing consultation on ACE’s calendar
• ACE conducts the meeting and discusses potential job orders

Key Performance Summary

The two-month campaign created a direct source of qualified employer meetings and staffing opportunities.

• Campaign Duration: 2 months
• Total Appointments: 70
• Monthly Average: 35
• Cold Calls Placed: 16,400+
• Emails Sent: 10,200+
• Total Conversations: 1,580+
• Qualified Opportunities: 45+
• Active Staffing Discussions: 20+
• Open Positions Identified: 300+
• First Appointment Booked: Within the first week