Qualify potential staffing clients before reaching their decision-makers.
About HyrEzy
HyrEzy describes itself as a recruitment agency serving India’s product companies and startups, including technology, product, sales and leadership roles. Its public LinkedIn profile identifies it as a Delhi NCR staffing and recruiting business with 11–50 employees. The firm’s own candidate-assessment services are separate from Aarambha’s company-lead generation workflow.
Where employer leads are lost
A small agency can have strong recruiting delivery yet struggle to know which companies to pitch this week. Unfiltered prospect lists make researchers spend time on accounts without actual hiring demand. Sending only LinkedIn invitations misses buyers who do not engage there; sending generic bulk email ignores their business context.
Illustrative company signals → LinkedIn + email automation
This example shows how a recruitment agency with HyrEzy-like customers could source and engage prospective company clients. The six signals are screening criteria, not confirmation of an active recruitment mandate. No candidate sourcing, CV matching or placement is performed in this outbound workflow.
The six company signals help prioritize accounts for research; they do not prove that a company is hiring right now or ready to buy.
- 6-month employee growthHeadcount expansion over the last six months
- Recent investmentNew funding or investment announcements
- New job postingsRecently published roles
- Roles open 30+ daysVacancies still advertised after 30 days
- Negative company reviewsEmployer reviews that may suggest recruiting friction
- Critical-role postingsNew postings for business-critical roles
- Filter companies using six signals: Combine six-month employee growth, recent investment, new job postings, roles open 30+ days, negative company reviews and critical-role postings to build a shortlist of companies worth researching.
- Qualify company and contact fit: Prioritize relevant product, SaaS and startup sectors and check location, size and service fit. Verify signal evidence, then approve founders, HR heads and talent-acquisition leaders for outreach.
- Start controlled LinkedIn connection automation: Send contextual connection invitations from approved sender accounts on configured schedules, with personalization grounded in company evidence rather than a claim that roles must be open.
- Generate and review AI LinkedIn messages: Write a human-sounding initial message, check tone and relevance, manage follow-up Messages 1–4 and track acceptance and replies to avoid unnecessary sends.
- Add coordinated email outreach: Use research-led email messaging and scheduled follow-ups for approved buyers, as a parallel or fallback channel where configured. Stop overlapping touches once a buyer responds.
How this model can uncover leads faster
A lean team can prioritize accounts with observable recruitment-related signals rather than work through undifferentiated lists. Controlled LinkedIn requests and AI-reviewed, personalized LinkedIn + email messages help begin relevant conversations. No response-rate increase or client win is claimed for HyrEzy.
Track filtered company accounts and six-signal evidence, approved HR/founder contacts, LinkedIn invitation and message activity, email sends and replies, discovery calls and mandates. Candidate placement, résumé matching and hiring are outside this Aarambha GTM workflow.
Public sources
HyrEzy official website · HyrEzy recruitment services · LinkedIn company profile and 11–50 employee range.