Staffing & Recruiting
Get in the door before the role gets posted. Sonar Engine surfaces the leading signals that precede every hire — new executives, funding rounds, reposted roles, leadership departures — and delivers them with decision-maker contacts to your dashboard. You reach the hiring manager 30 to 60 days before they're even searching. No bidding against five other firms on a public posting.
Jane Doe, VP of Talent · 2 new positions
Alex Rivera, Co-Founder & CEO · 3 new positions
Sarah Chen, CTO · 4 new positions
David Kim, Founder · 2 new positions
Cold lists are saturated. Job boards mean you're competing against five other firms on a posting that's already days old. And by the time a role is public, the relationship has been locked in with whoever got there first.
The problem isn't your service. By the time a role is public, the decision has been made about who gets the call.
What You Get
Signal type + details
What triggered it — hiring surge volume, funding amount, leadership change — with dates and context.
Decision maker identified
Name, title, and LinkedIn URL for the VP of HR, Director of Talent, or whoever owns staffing vendor relationships.
Verified contact info
Email and phone number so you can reach out immediately through your preferred channel.
Company notes
Industry, headcount, location, recent news — the context you need to personalize your first touch.
AI relevance score
Each signal scored on hiring urgency, growth trajectory, and fit — so you know which leads to prioritize.
Globex
HIRINGglobex.io · New York, NY · 45 employees
Signal
Notes on Globex
Signal Intelligence
Companies signal staffing demand weeks before they contact an agency. These are the patterns we monitor continuously.
A company re-posts the same role after their first attempt didn't fill. The highest-conversion signal in staffing — they've already spent time and budget on a search that didn't work.
A company raises a round AND their job posting rate spikes within 30 days. Full confirmation — they have the money and they're deploying it.
A new VP or C-level joins AND their function starts posting roles within 60 days. New leaders always rebuild — you're watching it happen in real time.
A company with zero postings for 90+ days suddenly posts a cluster of roles. Almost always signals a funding close, new leadership, or hiring freeze lift.
5+ roles in the same function posted within a 2-week window. A company posting 8 AE roles is building a GTM team — ideal for a specialist recruiter.
We identify the specific hiring manager behind a posting — name, title, LinkedIn. Skip the generic HR inbox and reach the VP who owns the headcount.
The Playbook
A funding round closes. An executive joins. A department starts expanding. You reach out with a congratulations — not a pitch. Thirty days later, when they start hiring, you're already on the shortlist. Sonar Engine isn't another cold-email tool; it's an early-warning system for relationship-building.
A new VP joins. A Series B closes. A key department lead departs. Sonar Engine detects the event within hours and delivers the decision-maker's contact — weeks before the downstream hiring need becomes public.
A congratulatory note. A thoughtful introduction. A check-in. You're building rapport in the window where your competitors don't even know there's an opportunity — because nothing is posted yet.
When the hiring decision materializes — 30, 60, 90 days later — you're not one of five firms bidding on a public posting. You're the one they already have a relationship with. That's how staffing actually gets won.
Compare Your Options
Side-by-side view of what you're actually getting from each approach.
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Sonar Engine
Recommended
|
Lead Lists | Manual Monitoring | |
|---|---|---|---|
| When you learn about the opportunity | 30–60 days before the posting. Signals fire within hours of the trigger event. | After the job is public, same day as every other vendor | Days to weeks behind — if you find it at all |
| What triggers a lead | Proactive signal detection. New execs, funding rounds, expansions, key departures across thousands of companies. | Static database export, refreshed quarterly at best | Whatever your team finds browsing LinkedIn and job boards |
| Contact included | Verified decision-maker. Email and phone — direct to the hiring manager, not HR. | Generic contacts, often outdated or wrong person | You look up each contact manually |
| Context on why to reach out | Signal-specific notes. Exactly why this company needs you, and what to mention first. | None — just a name and title | Only what you manually research |
| Work required from your team | Minutes. Review the dashboard and start outreach. | Hours — work the list, verify contacts, personalize | Hours — research, monitor, enrich, repeat |
| How you pay | Flat monthly fee. | $300–$1,000/mo + team time to work it | Free tool cost, but 10–20 hrs/week of team time |
Built for staffing teams that want to reach hiring managers before the posting exists.
See pricing15-minute walkthrough with live signals from your target verticals.
We respond to every inquiry within one business day.