Weekly Newsletter Vol. 123 - January 7, 2025

Generating your Lead Story…

Enterprise Clients Aren’t Won With Volume. They’re Won With Strategy.

If you’re a recruiter looking to grow your business in 2026, one truth matters more than ever:

Enterprise clients don’t buy resumes. They buy risk reduction, clarity, and execution.

Landing large, complex organizations isn’t about sending more messages or chasing more job reqs. It’s about understanding the business better than most people inside it.

Here’s the exact process I use when acquiring enterprise-level clients—and why it works.

Step 1: Understand the Business, Not Just the Jobs

Most recruiters start with job postings. Enterprise recruiters start with strategy.

Before I ever think about outreach, I research:

• Recent news and press releases

• Major contracts, acquisitions, or expansions

• Capital investments and transformation initiatives

• Sustainability / ESG reports

Then I use keyword searches (engineering, digital, manufacturing, supply chain, compliance, AI, etc.) to identify:

• Where money is being invested

• Where pressure is coming from

• Where hiring demand will emerge next—not where it already exists

This gives you leverage. You’re no longer reacting to hiring needs—you’re anticipating them.

Step 2: Translate Strategy Into Hiring Priorities

Enterprise leaders don’t wake up thinking:

“We need five engineers.”

They think:

“We need to deliver this program, meet this regulation, or hit this growth target.”

Your job is to translate business objectives into talent strategy.

Ask yourself:

• What teams must scale for this initiative to succeed?

• What roles are mission-critical if timelines slip?

• What skills reduce operational or regulatory risk?

• When you can connect hiring to outcomes, you stop sounding like a vendor—and start sounding like a partner.

Step 3: Identify Hiring Influence Inside the Organization

Titles don’t always equal influence.

Using LinkedIn (basic search or Sales Navigator), I look for:

• Leaders new to role (last 6–12 months)

• People posting about projects, growth, or team wins

• Those commenting on hiring, transformation, or delivery challenges

These are often the true decision shapers, even if HR isn’t in the room yet.

Enterprise deals are unlocked through relevance, not hierarchy.

Step 4: Build Familiarity Before Outreach

Cold outreach fails at the enterprise level because it lacks context.

Before connecting, I:

• Review their profile deeply

• Engage with content that aligns with their work

• Share relevant industry or hiring insights

This isn’t about being social—it’s about being visible and credible.

When you reach out later, you’re no longer a stranger. You’re someone who “gets it.”

Step 5: Connect and Start a Real Conversation

Once connected, I send a thoughtful, direct message.

No fluff. No “just wanted to introduce myself.”

I focus on:

• A specific business initiative

• A hiring pressure I see coming

• A problem I help solve consistently

I’m not trying to make friends. I’m trying to help them win.

Enterprise leaders respect clarity, confidence, and relevance.

The Big Shift Recruiters Must Make in 2026

Enterprise recruiting isn’t about:

• Volume

• Templates

• Mass outreach

It’s about:

• Insight

• Timing

• Positioning yourself as a solution

The recruiters who win in 2026 won’t be the loudest.

They’ll be the ones who understand the business before the hiring starts.

And that’s how long-term, high-value hiring partnerships are built.

You can’t make this stuff up

_{(*Disclaimer: these are real experiences provided by RME's community of job seekers and hiring managers)}

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_{*We do not receive any compensation for these promoted products/services, nor for any offers or discounts listed. Rather, we provide a platform for recruiters, hiring managers, and companies to present opportunities to job seekers.}

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Find your next job with: The Wohl Group

As strategic recruiting specialists, The Wohl Group offers a full range of recruiting and consulting services for businesses and hiring managers. We strive on a daily basis to provide each client and candidate we speak with the best resources for the hiring process.