A focused research workflow for staffing firm growth
Your target definition comes first.
StaffingDone does not begin with a generic database. It begins with the employer profile your team is most likely to pursue successfully.
Four steps. One clearer question: which accounts are worth working next?
The process starts with clarity
Good research starts with a clear definition of “fit.”
StaffingDone is most useful when the target is specific enough to guide a business-development decision. That does not mean you need a complicated ideal-customer profile. It means you need to identify the practical details that separate a worthwhile account from a company your team would never pursue.
Before the free scan or a pilot begins, we look at the role families you serve, the markets you want to grow, the employer types that make sense, and the accounts that should be excluded. This definition keeps the research focused and gives your team a clear standard for evaluating the results.
- The role families and staffing specialties you want more client work for
- The city, state, metro area, or region where you want to grow
- The employer type, industry, size, or operating environment that best fits your service model
- Existing clients, known prospects, competitors, parent companies, or off-limits accounts
- The qualities that make an account worth pursuing now
- 01
Tell us what “good” looks like.
You define the roles you place, the geography you want to grow, the employer types that make sense for your firm, and the accounts to exclude. For a paid pilot, we document the target definition and use it to guide every brief.
Your market knowledge sets the direction. StaffingDone organizes the research around it.
- 02
We look for relevant, observable employer evidence.
StaffingDone prioritizes employer-owned career pages and other approved public employer sources. We record the source, role, location, and date observed, then assess whether the evidence appears relevant to your target definition.
The result is a research-backed starting point—not a promise about employer intent.
- 03
A person checks the research before it reaches your team.
Technology may assist with research organization, public-text summarization, duplicate checks, and draft language. A person reviews every delivered brief for source quality, apparent fit, account-screening notes, and wording.
You receive a brief your team can assess in minutes, not another unfiltered export.
Human review is part of the product
Technology can accelerate research. It does not replace accountability.
StaffingDone may use technology to organize public information, identify possible duplicates, summarize permitted source text, and prepare draft language. But technology does not decide what your team should pursue.
Before a brief is delivered, a person checks the source, the employer classification, the apparent relevance to your target, the competitor or account-screening note, and the final wording. That review helps prevent a polished-looking output from becoming an unsupported sales claim.
Evidence is linked
Each opportunity points back to the public source that supports the brief.
Assumptions are labeled
A fit hypothesis is presented as a hypothesis, not as proof of an employer’s intent.
Your team remains in control
StaffingDone does not contact employers or make account decisions for your agency.
- 04
Your team tells us what is worth working.
For each account, your team can mark accept, reject, or defer and give a short reason. That feedback helps improve later research without replacing your judgment or turning the service into an automated prediction system.
The best signal is what your team chooses to act on.
Feedback makes the process more useful
Every decision helps sharpen the next set of accounts.
A simple response from your team is often more useful than a complicated scoring model. When you mark an account as accepted, rejected, or deferred—and explain why—you show StaffingDone which parts of the target definition were useful and which need to change.
For example, a rejection may reveal that the employer is too small, outside your true geographic reach, already known to your team, in the wrong role family, or simply not a fit for your service model. An accepted account may reveal a more precise pattern worth looking for in the next round of research.
The goal is continuous refinement, not automated prediction. Your feedback improves the working definition of a useful account for your firm.
Good fit—contacted
The account fits our niche and our team is taking action.
Good fit—defer
The account fits, but timing or internal capacity means we will revisit it later.
Already known
The account is relevant, but our team already has a relationship or active pursuit.
Wrong target
The geography, role, employer profile, or business model does not match our focus.
Your first three accounts
What happens after you request a free scan
Day 1
Submit your target
Share your specialty, target geography, and companies to exclude.
Days 1–2
Scope check
We review your request and ask one clarifying question only if needed.
By Day 3
Receive your scan
You receive three source-cited employer opportunity briefs tailored to your target.
Next step
Share your reaction
Tell us which accounts you would work, defer, or reject.
Clear boundaries create better research
What StaffingDone does—and does not do.
StaffingDone does
- — Research public employer information from approved source types.
- — Deliver source-cited employer opportunity briefs.
- — Explain an apparent fit to your stated staffing niche.
- — Provide a possible outreach angle based on the cited evidence.
- — Learn from your team’s account feedback.
StaffingDone does not
- — Guarantee employer interest, agency usage, meetings, job orders, placements, or return on investment.
- — Contact employers on your behalf during the free scan or initial pilot.
- — Use automated collection from LinkedIn or Indeed for this service.
- — Deliver candidate resumes, candidate rankings, resume matching, or employment recommendations.
- — Promise exclusivity in the free scan or standard pilot.
A small, controlled first step
Start with three accounts before you commit to twelve.
The free 3-Account Opportunity Scan gives your team a low-risk way to evaluate the format. You define the target, review three researched accounts, and decide whether the information would help your team prioritize business development more effectively.
If the scan is useful, a 30-day pilot provides twelve opportunity briefs, normally delivered three per week. The pilot remains deliberately focused: one agreed specialty, one geography, an employer profile, an exclusion list, and a weekly feedback loop.
You do not need to adopt a new software platform or change your sales process. You simply receive a better-researched starting point for the process you already run.
No obligation. One scan per staffing firm.
Define your target. We will research the first three accounts.
The free 3-Account Opportunity Scan is designed to show you the format before you commit to a recurring research workflow.
No obligation. One scan per staffing firm.