Start by targeting companies that resemble your best current clients or your ideal client profile in the HR/recruitment space. For example, look for other HR teams at fast-growing SaaS or tech companies that share similar hiring challenges, team size (100–1,000 employees), and are active in recruitment. Here is why: Focusing on companies that are similar to your successful clients increases your chances of building trust and positive response, since you already have proven value in that sector. Use Leadsforge to quickly find these lookalike companies and export targeted decision-maker lists to fuel your outreach.

You can reach new prospects by focusing on the followers of your competitors’ company pages – these are often highly relevant professionals who might be interested in your solutions. All you need to do is share the LinkedIn company page link of your competitor in Leadsforge and it will identify and collect the right contacts for you.

Divide your outreach into key segments: 1) TA/Recruiting managers at SMBs (100–500 employees) in tech or SaaS 2) CHROs & People Operations in mid-market companies (500–1,000 employees) 3) Hiring managers triggered by new funding or job opening events Here is why: Clear segmentation lets you customize your messaging for each group, improving reply rates and engagement.

Focus by industry (Tech, SaaS, Marketplaces), company size (100–1,000 employees), and regions where you can provide compliance and tailored value to HR teams. You may further split verticals by candidate volume or hiring urgency if you see different needs.