Ploot

Solution by sector

Find companies that need roles filled today, not in three months

The companies that are going to need you are posting vacancies right now. We tell you which ones, and when to step in.

The signal that works best in HR consulting

An open vacancy is a company admitting in public that it is short of people. If it has been up for weeks, or several open at once, their internal process isn't working. We put those companies in front of you while the roles are still open.

All of this rests on two pieces: signal detection and the content your team publishes. Catenon, a recruitment consultancy, built it that way. It's told in their customer story. What it costs to set up is on plans.

What the system sees in your sector this week, and the meeting it proposes off the back of it.

Hot, warm, cold: not every signal carries the same weight

Hot

we reach out now
  • Open hiring, at top priority
  • Roles that have gone unfilled for a while
  • Several positions open at once

Warm

we approach with context
  • A growing team, or recent C-level hires
  • Funding rounds and financing news in the press
  • Openings of hotels, offices, regions or countries

Cold

we nurture
  • Engagement with your team's content
  • Visits to your consultants' profiles
  • People in your sector who start following you

Your team doesn't chase every signal: it prioritises the ones about to turn into a meeting.

Grupo Lavinia

Retail · 240 employees · Zaragoza

Fit

91

Jobs3 recruiting roles open6 d ago
LinkedInNew Head of People40 d ago
WebTwo visits to your services page2 d ago
ContentCommented on your post about churn9 d ago
The card the system builds for each company before anyone is written to: where each signal comes from and how long ago it happened.

How we'd do it with you

01
Your team posts on LinkedIn

Your consultants post on LinkedIn about what they know: how to fill the roles your market can't fill. We start from what your team already knows: which roles are hard to fill and which objections keep coming up. That's where each consultant's calendar comes from, in their own words.

02
We listen to the market

We detect the companies with open vacancies, growing teams, new C-level or freshly raised money. We watch both the signals that content generates and the ones your market gives off on its own: roles open for weeks, several at once, headcount growing, and heads of people who just arrived.

03
We reach out and book

We reach out from your team's profiles, with the signal as context, and book the meeting. The message goes out from the right consultant's profile, quoting the specific signal. Your team approves, replies and walks into the meeting without having chased anyone.

Frequently asked questions

Because a company posting a vacancy is already paying for that problem: an empty seat costs it money every week. And if the role is hard or has gone unfilled for a while, their internal process isn't delivering and they need outside help.

Everyone gets there, but cold and with the same message. The difference is stepping in from the profile of a consultant with authority in that niche, talking about the specific problem of that role. That's why content works: by the time you write, they already know you.

The system starts from 4 activated profiles. What matters isn't your size but whether your market is posting vacancies, and that happens every day.

The open vacancy is the main one, and they don't all weigh the same: one posted weeks ago, or several for the same role at once, says the internal process isn't working, and that is the moment to step in. On top of that: teams growing two quarters in a row, People directors newly arrived in post, and C-level hires, which almost always drag a reorganisation behind them.

It happens, and it isn't bad news. Having arrived with context (knowing the profile they were after and why it was hard) leaves the conversation open for the next one, and in recruitment there is always a next one. What doesn't work is turning up once they have closed the process, having never spoken before.

Four upwards. In recruitment that is usually the commercial director plus the more senior consultants, who are the ones with real contacts inside companies and the ones who can explain how a hard role gets filled. With a single profile posting, the result depends on that person being consistent and too few signals arrive to prioritise well.

They are different things. A database gives you contacts; what it doesn't give you is timing. The cost for a recruitment consultancy isn't finding who to call, it's calling once three competitors are already inside the process. Signals solve the when, which is where the mandate is won or lost.

What's already happening

+450

Meetings booked with Ploot

3 h

Saved every week per active profile

3,000

People use Ploot every week

Figures from accounts already running, not from a demo.

Book a demo, and we'll look at your market's signals live