This one’s for the agency side of the desk, not the in-house recruiter. A company scaling hiring fast in your niche is exactly who needs a staffing or RPO partner, and the surge itself is the reason for the call. Connect Lusha to Claude and this prompt finds companies showing a hiring surge in your specialty, confirms the scale, and finds the hiring manager or talent leader worth pitching.
The prompt
Our agency places [niche, e.g. senior engineering talent] in [target
industry or region]. Using the Lusha connector, find companies in this
space showing a hiring surge - a sharp increase in open roles or new
hires - in the last 30 days. Return a table with company, size of the
surge, what roles are driving it, and how it compares to their normal
hiring pace.
For the five strongest surges, find the most likely hiring decision
maker - a talent acquisition leader or the hiring manager for the
function surging. Return their name, title, and what's available to
reveal.
Finish with a one-line opening for each outreach that references the
specific surge.
What you’ll get back
The situation: a boutique agency specializing in senior engineering placements pastes their niche and target region and asks for surging accounts.
The output:
Example outputs in this play are illustrative — they reflect the structure, fields, and format of real Lusha connector output, but were not pulled from a live session. Run the prompt with your own data and connectors to see live results.
Why it works
Every agency pitch competes with the same generic opener — “we help companies hire great talent.” This play replaces it with a specific, provable fact about the exact account: how many roles, in what function, compared to their own normal pace. Lusha confirms the surge is real and finds the right person to send it to in the same pass, so the outreach isn’t a guess about who handles hiring, it’s a name with a title. Contact data is verified across multiple sources and handled under GDPR, CCPA, SOC 2 Type II, and ISO 27701 compliance, with opt-outs honored automatically.
FAQ
What counts as a hiring surge?
A sharp jump in open roles or new hires in a function relative to that company’s own recent pace — not an absolute number. A 50-person company posting 4 roles in a month can be a bigger surge than a 5,000-person company posting 20, if the smaller company normally posts one a quarter. Compare each company to itself.
Who’s the right person to pitch — recruiting or the hiring manager?
Depends on company size. At companies with a dedicated talent acquisition function, that leader is usually the right first contact. At smaller companies without one, the hiring manager for the surging function is often the actual decision maker on whether to bring in outside help.
Why lead with the specific numbers instead of a general pitch?
Because it proves you did the work before the call, and it’s a claim the prospect can’t dispute — they know their own hiring pace better than anyone. A pitch built on their own data reads as informed, not templated.
How is this different from the layoff and funding round plays?
Those two are built for in-house recruiters sourcing candidates. This one is built for the agency side: the “candidate” being found is the hiring decision maker at a company that needs help, not a person to place. Same underlying signal type, completely different use and audience.
Is pitching a company based on their hiring activity appropriate?
The prompt reads business hiring activity that’s already public — job postings and headcount trends. Lusha’s data is professionally sourced and opt-outs are honored automatically; no personal contact details are revealed until you choose to enrich a specific person.
