# Every hiring manager you want to work with has blocked three recruiters this week. > Hellofew for recruitment agencies. Hiring managers get so many agency pitches they ignore all of them. Agents write to each one from what they actually posted. Business development, not candidate sourcing. You are good at placing people. Your candidates stay, your clients come back. What is hard is winning new clients: the heads of talent and hiring managers who would value you are buried in agency outreach, most of it identical, most of it sent in bulk. And the usual tools make it worse. They are built for sourcing candidates at volume, so they push business development at volume too — the same note to every VP of Engineering in the city. The hiring manager learns to ignore anything that starts with "I specialise in…", and your account starts to look like every other recruiter's. Hellofew is for the business-development side only — finding clients, not candidates. Paste your agency's site or a sector page; agents turn it into the titles that hire through agencies like yours, find those people, read their profile and hiring posts, and write one note per person. You approve each one. It sends from your own account, slowly, and stops the moment they reply. ![A working week for recruitment agencies: Candidate interviews, Offer negotiation, Client intake call, Counter-offer rescue — and outbound, moved or skipped 3 times.](https://hellofew.com/solutions/recruitment-agencies/images/week.png) ## What actually goes wrong ### Hiring managers pattern-match agency pitches instantly "Hi Mark, I noticed you're hiring and I have some excellent candidates…" He has read that sentence forty times this month. He does not open the fortieth. **What happens instead:** Each note is written from what the person actually posted — a role they have struggled to fill, a team they are building, a hiring freeze they just lifted. Any quoted phrase is checked against their own words. Drafts too similar to a recent one are thrown away and rewritten. ### Recruiter accounts are the ones LinkedIn watches hardest Recruiters send more invitations than almost anyone on LinkedIn, and recruiter accounts are restricted accordingly. Mixing high-volume sourcing with business development on the same profile is how an agency owner loses both. **What happens instead:** A ceiling of 20 invitations a day and 80 a week, reached over three weeks, with caps that halve on their own if acceptance falls. Critically: running another automation tool on the same account makes every one of these limits meaningless, so the acceptable-use policy forbids it. ### Business development loses to the desk every time Your day is interviews, offers, a candidate who just got a counter-offer. Client prospecting is what you do when the desk is quiet, which is exactly when you are already short on fees. **What happens instead:** The agents run every weekday inside your working hours. Up to 25 potential clients a day arrive with the reason they were picked; you approve the ones you like in a minute and go back to the desk. ### A reply followed by a chaser loses the client A head of talent replied "not now, maybe in Q1". Your sequence tool sent her a cheerful bump two days later. That is the last time she replies to you. **What happens instead:** Any reply cancels everything still queued for that person, checked twice right up to the moment of sending. There is one follow-up, ever, and anyone who asks not to be contacted is added to a permanent do-not-contact list. ## What your morning looks like instead One card per person: who they are, what the message was written from, and the message itself. Approve, skip, or edit. Nothing goes out that you have not read. ![An approval card: Joanna Mbeki, Head of Talent Acquisition at a 400-person healthtech scale-up. Written from: Her post: "third time we've reopened the same senior data engineer role this year". Draft: "Joanna — reopening the same senior data engineer role three times in a year is painful, and usually it's the brief rather than the market. It's the one role family we specialise in. Happy to share what we've seen work, with no CVs attached." With Approve, Skip and Edit buttons. An invented person.](https://hellofew.com/solutions/recruitment-agencies/images/queue.png) *An illustration. The person is invented.* Typical titles the agents would look for: Head of Talent Acquisition, VP of Engineering, Head of People, Talent Partner, Chief Technology Officer, Director of Finance. Yours are written from your own page, and you edit them. ## Your first month 1. Paste your agency site or your specialist sector page and read the ICP — free, no card. Make sure the titles are the people who hire through agencies, not the candidates you place. 2. Subscribe at $49/month and connect your LinkedIn. About a minute later, up to 25 potential clients, each with a note written from their profile and posts. 3. Approve three and sending starts: 5 invitations a day, building over three weeks to 20. Stop running any other automation on this account — it breaks every limit here. 4. One message per accepted connection and one follow-up at most. Replies land in one inbox, and Monday's digest counts who replied, including on the weeks nobody did. ![Invitations per day over the first four weeks: a slow ramp that never crosses the daily ceiling, held under a rolling weekly ceiling, with nothing on weekends.](https://hellofew.com/solutions/recruitment-agencies/images/ramp.png) ## Who this is wrong for This is not a candidate-sourcing tool, and using it as one would be the wrong product at the wrong pace — it caps you at 20 invitations a day. If you already run a sourcing automation on your LinkedIn account, you cannot run this alongside it. And if your desk has several consultants each doing their own business development, it covers one account only. ## Questions **Can I use it to find candidates?** No. It is built for finding clients: it reads your agency's page and looks for the people who would hire you. Candidate sourcing needs volume this tool deliberately does not have. **I already use LinkedIn Recruiter. Is that a problem?** Running a second automation tool on the same account is prohibited, because we cannot see what the other tool is sending. If Recruiter is used manually, that is not automation — but the safest arrangement is one tool per account. **Will it mention specific candidates?** It writes from your agency's page and the recipient's profile, not from your candidate database. You can edit any note before approving it. ## Start Paste your page at https://hellofew.com/signup and read what it writes about your market — free, no card. $49/month when you connect LinkedIn. ## Related - [Founders of boutique recruitment firms](https://hellofew.com/solutions/recruitment-firm-founder.md) - [Agencies](https://hellofew.com/solutions/agencies.md) - [Professional services](https://hellofew.com/solutions/professional-services.md) - [Agency owners](https://hellofew.com/solutions/agency-owners.md)