Find Work - a steady flow of enquiries built from scratch
Find Work is a temporary staffing agency with over 10 years of experience, supplying workers to manufacturing and logistics companies across Poland. They needed a new channel delivering enquiries at a steady rhythm. Since sending started in the second half of March, we have handed over 100+ leads, close to 20 enquiries a month - including through July and August.
Who they are.
Find Work is a Polish temporary staffing agency with over 10 years of experience, operating across the country. It supplies entry-level workers to manufacturing, warehousing and logistics companies, recruiting them from several continents - Europe, Asia and South America - fully legally, with the complete paperwork handled on its side.
What sets them apart is what happens after recruitment. Workers go through full onboarding and training, with instructions translated into their languages, and the agency arranges accommodation and transport support. The client company receives a person ready to work rather than a candidate to figure out on their own.
The need was unambiguous - build a channel that steadily delivers enquiries from companies that need people right now.
What was in the way.
Cold email is one of the typical channels in staffing services, so a plant director's inbox already has settled habits around agency offers. The edge had to come from outside the copy - from data, volume and deliverability, because at the level of writing you start from roughly the same place as the competition.
Poland has tens of thousands of companies employing manual workers. A hundred emails a week on a market this size means coverage on a decade-long schedule. Outreach needs scale and precision at once, because the line between a high-volume campaign and spam runs exactly where recipient fit ends.
In a large plant, temporary staffing is decided by the production director or HR; in a mid-sized one, by the site manager; in a company of a dozen people, by the owner. The standard approach with a single job-title list skips a large share of the market before the campaign even starts.
How we built this channel.
Volume on infrastructure that survives it
The starting point was arithmetic. The market counts tens of thousands of companies, and many of them have a staffing need only briefly - a campaign reaching a hundred companies a week misses most of those windows. In this industry volume is the entry requirement, and precision is built on top of it.
Cold email has never been easier to start, and that is exactly why it got harder - filters catch careless senders faster every year, and burned infrastructure stays in the spam folder for a long time. Our own software monitors every mailbox and domain separately, watches warmup and limits, and swaps out mailboxes that stop performing.
As a result, volume grew with no bounce spikes and no reputation loss - which on this market is a real barrier to entry that most senders simply fail.
- proprietary deliverability software
- per-mailbox monitoring
Signals instead of a cold list
Active recruitment turned out to be the strongest signal. A company posting a job ad for a forklift operator has a need today. We built a system that takes that company's name, finds its domain, pulls every person in the organisation, and finally has AI pick the decision-maker matching the profile - the production director, the head of HR, or the owner at smaller companies.
The second signal was leadership changes - a new plant director or a new head of HR often looks for savings and new suppliers, so they went into a separate communication path.
We also tested recruitment needs announced on LinkedIn and new warehouse openings - those signals delivered less, so they stayed in the campaign as supporting inputs while the weight went where the results were.
- waterfall enrichment
- AI picks the decision-maker
- active recruitment
Copy per segment and persona
We split segments by facility type and by the person reading. Production hears about line continuity, owners about money and risk, HR about recruitment pressure - the same product, three different conversations.
Educational content worked best - messages that told the reader something they genuinely did not know. A message the reader learns from holds its own even in an inbox flooded with offers, because it is the only one giving something before asking for anything.
Variants ran in parallel and were swapped based on results - a continuous process rather than a one-off campaign setup.
- 5-10 variants per segment
- educational content
A wider ICP and databases others lack
Different people own temporary staffing at different companies, so alongside the obvious job titles we added alternative ones - the kind that do not come to mind first when you build a campaign like this. They converted excellently and opened a segment the standard job-title list leaves untouched.
The second extension was alternative data sources. A large share of manufacturing companies leaves a minimal digital footprint - LinkedIn-based tools simply cannot see them, although they operate, hire and buy. We reach them through our own internal databases, filtered across many sources, going far beyond the national company registry.
This proved to be one of the biggest advantages in the whole project - we write to companies the competition never even contacts, because their lists simply do not include them.
- alternative job titles
- low-digital-footprint companies
- proprietary databases
A steady flow instead of bursts
Enquiries arrive at a rhythm you can plan around - which was exactly the need this engagement started from. The Find Work team works on a steady inflow instead of waiting for the results of seasonal pushes.
The rhythm held through July and August, the months when decision-makers are on holiday and the whole industry posts weaker numbers. The campaign delivered around 20 leads a month over the summer, so the channel has no seasonal hole to make up for in autumn.
The best quality signal is what companies do with the message - they reply fast and often forward it internally to the right person. An email a company forwards through its own structure has hit a real need.
The database and the signals keep working, so the campaign has room to grow - further segments and further copy variants get added on the same system.
- ~20 enquiries a month
- rhythm held over summer
Outcomes, in numbers.
Leads in total
From the start of sending in the second half of March until 20 August - companies with real staffing needs, handed to the Find Work team.
Enquiries a month
The average across the whole engagement is close to 20 enquiries a month, and in recent months the campaign has held a steady 20 - July and August included.
Copy variants per segment
Production, warehousing, HR and owners - each group with its own copy set, swapped based on results.
A hundred leads in five months is a result built on three things at once - volume that provides coverage, deliverability that keeps that volume alive, and data that directs it to companies with a need right now. A channel that did not exist five months earlier now delivers enquiries at a rhythm the sales team can plan its work around.
The summer shows it most clearly. July and August are the weakest period of the year in staffing services, because decision-makers are on holiday - and the campaign held around 20 leads through those months. The steady flow turned out to be genuinely steady rather than an average stretched across the good months.
The character of the replies says more about the campaign than their count. Companies respond quickly and forward the messages internally to the right people - a Find Work email travels through a company like a referral, and that is precisely the moment cold email stops being cold.
The system keeps working. Recruitment signals refresh themselves, the database grows with companies invisible to standard tools, and copy variants get swapped on results - so the steady state has room to keep improving.
Over 100 leads in 5 months and a steady rhythm of close to 20 enquiries a month - held through July and August as well.
A temporary staffing agency needed a new channel delivering enquiries at a steady rhythm. We built high-volume sending on our own infrastructure, signal-based targeting with our own enrichment system, and copy split per segment. The result - over 100 leads in 5 months and a steady rhythm of close to 20 enquiries a month, held through the holiday season as well.
What we took away.
Three principles that came out of this project and that we carry into further campaigns.
A steady flow is measured in its weakest month
An annual average easily hides a hole that has to be made up in autumn. A channel delivering as much in July as in March gives a sales team something seasonal campaigns cannot - a basis for planning.
A signal beats a list
A company that just posted a job ad has a need today - a company from a cold list had one maybe six months ago. A campaign built on signals hits buying moments, and the enrichment system turns every signal into a specific decision-maker with an email address.
The decision-maker profile is a hypothesis, not a setting
The job-title list most campaigns start from skips part of the market in practice - smaller companies put different people in charge than large ones. Adding the roles that do not come to mind first opened a segment the standard approach would never have looked at.
A channel built from scratch needs a few weeks to find its rhythm - and only then does its real value start, because predictability is what a sales team is paying for.
Want the same for yourself?
30 minutes. No pitch. We map where you are and what's actually possible.