For specialist recruitment agencies, temporary staffing firms, executive search, healthcare staffing and sector-focused labour providers.
Sellora ranks accounts using vacancies, workforce expansion, new sites, project wins, seasonal demand, attrition, leadership change and hiring pressure.
It finds and enriches HR directors, talent-acquisition leaders, department managers, COOs and business owners, with the context to earn the conversation.
Approved calls and emails continue through vacancy planning, supplier review, preferred-supplier selection, assignment launch and repeat hiring until there is a clear outcome.
Your team receives the fit reason, trigger, stakeholder map, full history, recommended agenda and the right material.
Your sales team must find organisations where vacancies, workforce expansion, new sites, project wins, seasonal demand, attrition, leadership change and hiring pressure create a credible reason to discuss the offer, then locate the relevant HR directors, talent-acquisition leaders, department managers, COOs and business owners.
For every account, sellers research the sector, locations, headcount, hiring patterns, role families, the workforce model, urgency and the employer's decision process, prepare role-specific calls, emails and content, update records, and keep following up through vacancy planning, supplier review, preferred-supplier selection, assignment launch and repeat hiring. All of it before a single qualified conversation.
Specialist selling time is consumed by data tools, account research, first-touch work, content preparation, CRM administration and routine follow-up.
Task switching across disconnected tools weakens attention, loses context and produces low-fit meetings and missed buying windows. The most expensive people in your revenue engine spend their best hours on work that never needed them.
Sellora does not hand your team a list. It runs prospecting, research, calls, emails and follow-up until a qualified meeting is booked.
Sellora learns your sectors, role families, locations, employment models, service standards, candidate strengths, fees and compliance boundaries, then ranks accounts using vacancies, workforce expansion, new sites, project wins, seasonal demand, attrition, leadership change and hiring pressure.
It finds and enriches HR directors, talent-acquisition leaders, department managers, COOs and business owners, and turns the sector, locations, headcount, hiring patterns, role families, the workforce model, urgency and the employer's decision process into a relevant, role-specific reason for contact.
It selects the approved call, email or combined sequence, answers supported questions, remembers every interaction and continues through vacancy planning, supplier review, preferred-supplier selection, assignment launch and repeat hiring until there is a clear outcome.
It creates account briefs, presentations, proposals and follow-up material from the research and the conversation. Candidate availability, employment law, salary, timing and hiring outcomes are never overstated. It qualifies fit, interest, purpose and the right next step.
It books the correct meeting and hands your seller the fit reason, the trigger, the stakeholder map, the full history, likely questions and objections, what to say, what not to assume or promise, a recommended agenda and the relevant sales material.
Your seller enters with the customer context, earlier conversations, decision points and customer-specific material already prepared. Human sales takes over where expertise matters: workforce discovery, role scoping, talent advice, candidate strategy, relationship-building and winning the assignment.
Measured, not invented. Baseline before rollout and validate through a controlled pilot.
Results depend on market, data quality, product fit, policy, team process and implementation. No fixed percentage is guaranteed.
For payroll bureaux, HR outsourcers, PEOs, employer-of-record firms and workforce-management providers.
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For contact-centre outsourcing, customer-support providers, finance and accounting outsourcing, virtual-assistant and back-office firms.
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For ISO consultants, workplace-safety firms, ESG consultants, privacy advisers and regulatory consulting providers.
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