Target list refreshed against new postings and market movement.
The flagship serviceWe run the search.
We run the search.
You show up to the interviews.
Reverse Recruiting is a done-for-you executive job hunt. We map the market, write and submit every application, and open direct lines to the hiring managers who own the requisition — all in your name, all tracked, all reported every Friday.
- 100–150
- Companies mapped
- ~20 min
- Of your time weekly
- Weekly
- Written reporting
- 60–90
- Days, typical window
Why this exists
A serious search is a part-time job
Run properly, an executive search costs about fifteen hours a week. Almost nobody in a demanding senior role has that, so the search gets squeezed into evenings and done badly — and a badly run search reads to the market as a weak candidate.
The failure is rarely capability. It is bandwidth. The candidate who gets the call is usually not the strongest on paper — it is the one whose application was tailored, submitted early, and followed by a direct message to the person who owns the requisition.
Running it yourself — weekly cost
- Sourcing and vetting live roles3–4 hrs
- Tailoring and submitting applications5–6 hrs
- Researching and contacting decision-makers3–4 hrs
- Follow-ups, scheduling, and tracking2–3 hrs
Total, done properly13–17 hrs
With Primelift360~20 min
The reverse recruiting pipeline
Source. Build. Pitch. Broker.
Four phases end to end, run by a dedicated operator. No black box — a shared tracker you can open at any hour, and a written report every Friday.
- 01Mandate
Source
We map 100–150 target companies against a written mandate you sign off, then identify the person who owns each requisition by name — not the inbox it routes to.
- Signed mandate
- Named target list
- Decision-maker map
- 02Assets
Build
Your live executive microsite goes up on your own domain, with a role-specific video dossier and the metrics that prove your scope. One URL replaces the attachment.
- Live microsite
- Video dossier
- Role variants
- 03Outreach
Pitch
We contact hiring managers directly in your name, in a voice you approved, referencing their team and their open role. Every send is logged and tracked to the open.
- Direct HM pitch
- Referral paths
- Open tracking
- 04Close
Broker
When conversations convert we prep you against the real panel, then benchmark and broker the offer — so you negotiate with leverage instead of against yourself.
- Panel prep
- Comp benchmark
- Brokered offer
- 01
Source
MandateWe map 100–150 target companies against a written mandate you sign off, then identify the person who owns each requisition by name — not the inbox it routes to.
Signed mandateNamed target listDecision-maker map - 02
Build
AssetsYour live executive microsite goes up on your own domain, with a role-specific video dossier and the metrics that prove your scope. One URL replaces the attachment.
Live micrositeVideo dossierRole variants - 03
Pitch
OutreachWe contact hiring managers directly in your name, in a voice you approved, referencing their team and their open role. Every send is logged and tracked to the open.
Direct HM pitchReferral pathsOpen tracking - 04
Broker
CloseWhen conversations convert we prep you against the real panel, then benchmark and broker the offer — so you negotiate with leverage instead of against yourself.
Panel prepComp benchmarkBrokered offer
Stage by stage, with what lands at each step
- 01
Career Audit & Mandate
Week 0A 90-minute deep dive into your track record, target titles, compensation band, geography, and non-negotiables. You leave with a written mandate: the exact roles we hunt — and the ones we deliberately ignore.
Role mandateComp benchmarkTarget geographyOutput —Signed mandate document
- 02
Positioning & Asset Build
Week 1Your CV is rebuilt for ATS parsing and human skim-reading. Your LinkedIn is overhauled for recruiter search. We script the outreach voice we'll be using on your behalf, and you sign off on it.
ATS-optimized CVLinkedIn overhaulOutreach scriptsOutput —Approved assets + approved voice
- 03
Market Mapping
Weeks 1–2We map 100–150 companies against your mandate, then identify the people who actually own the requisition — function leads, hiring managers, internal recruiters — not the inbox it lands in.
Target company listDecision-maker mapLive role alertsOutput —Named target list with owners
- 04
Done-For-You Applications
OngoingWe write and submit every application, each one tailored to the requisition rather than blasted at volume. Everything lands in a shared tracker, so you always know what's live, where it stands, and what moves next.
Tailored per roleSubmitted for youShared pipeline boardOutput —Live application pipeline
- 05
Direct Hiring Manager Outreach
OngoingThe step that changes outcomes. Personalized multi-channel outreach to hiring managers and recruiters in your name — referencing their team, their roadmap, their open role — so you enter the conversation ahead of the queue instead of inside it.
HM + recruiter outreachReferral pathsFollow-up cadenceOutput —Warm conversations in progress
- 06
Interview Handoff & Negotiation
At offer stageWhen calls land, we prep you against the real panel: mock interviews, a sharpened story bank, and a negotiation plan built on competing leverage. You walk in rehearsed and walk out with room to counter.
Mock interviewsStory bankNegotiation planOutput —Signed offer, negotiated
The weekly rhythm
What a week actually looks like
Once the mandate is signed and the assets are approved, the engagement settles into a fixed cadence. It does not depend on your energy or your calendar.
Applications written and submitted; outreach sent in your name.
Written report: submissions, outreach, replies, interviews, adjustments.
Interview prep sessions scheduled against live processes.
The difference
Volume is not a strategy
Most stalled searches are not short of effort. They are short of precision — and precision at this level takes time nobody senior actually has.
The typical search
- Applications fired into portals at volume
- Same CV sent to every requisition
- Contact begins and ends with the ATS inbox
- No visibility once submitted
- Fifteen hours a week, taken from your evenings
- Momentum collapses the week work gets busy
A Primelift360 search
- 100–150 companies mapped against a written mandate
- Every application written against its specific posting
- Direct outreach to the person who owns the req
- Shared tracker, open at any hour
- About 20 minutes a week of your time
- Cadence held by a team, not by your energy
How we operate
Your name is on every message. We treat it that way.
Running a search on someone's behalf is a position of trust. These are the operating rules we hold to on every engagement.
Your name, your voice, your approval
Nothing sends until you have signed off on the outreach scripts. Every message is personalized to its recipient — we do not misrepresent your record, and nothing generic goes out under your name.
Complete visibility, always
A shared pipeline board you can open at any hour, plus a written Friday report. You always know what is live, who has been contacted, what came back, and what we are changing next week.
Discretion by default
Most of our clients are employed and running a confidential search. We work around current-employer visibility, and we never approach a company on your list without checking it is safe to do so.
Questions
What people ask about reverse recruiting
Still unsure whether this fits your situation? Bring it to the audit call — we'll tell you plainly if it doesn't.
How is this different from hiring a recruiter?
A recruiter is paid by the employer and is filling a specific seat, so their loyalty sits with the company and their interest ends where their mandate does. We are engaged by you. We hunt across the whole market against your mandate, including companies with no live requisition and no agency relationship, and we have no incentive to steer you toward one outcome over another.
Will companies know an agency is applying for me?
Everything goes out in your name and in a voice you approved, so what a hiring manager sees is a well-researched candidate who understands their team. We do not misrepresent who you are or what you have done — the work is precision and volume, not deception.
How much of my time does this actually take?
Roughly 90 minutes for the audit, a few hours across week one to approve assets and voice, then about 20 minutes a week to review the Friday report and confirm decisions. Everything beyond that is interview time, which is the part that genuinely requires you.
What happens if I want to pause or change direction?
Mandates change — a pivot, a counteroffer, a family constraint. Tell us and we re-scope. We would rather rewrite the mandate mid-engagement than keep hunting roles you have quietly stopped wanting, which is the fastest way to waste an engagement.
Do you work with candidates outside senior roles?
Our process is built for senior and executive searches, where the market is relationship-driven and mapping decision-makers changes the outcome. For earlier-career roles the economics rarely justify it, and we will tell you that on the audit call rather than take the engagement.
Start here
See whether reverse recruiting fits your search
The audit is where we find out. We read your materials, pressure-test your target, and tell you honestly whether a done-for-you search is worth it in your market — or whether you'd be better served by branding or coaching alone.
- A line-by-line read on your CV and LinkedIn
- An honest view of your target role and comp band
- A realistic timeline for your sector and seniority
No cost, no obligation, no pitch deck — just an honest read on your search.