Stop Losing Placements You Already Sourced
You do not have a massive research team or dedicated sourcers. Yet you compete for the same retained searches as the global firms. What hurts boutique recruiters is not network strength. It is systematic candidate engagement.
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The Disadvantages Boutique Recruiters Face
Large search firms survive inefficiency with armies of researchers and coordinators. You cannot. One candidate who went cold during the process. One client relationship that went stale. One placement that fell apart because no one stayed in touch. That is not a rounding error. That is a $75,000 fee walking away.
Candidate Calls Go Unanswered
Top candidates return calls when they have a moment. If you are in another interview, that callback goes to voicemail. They move on to the recruiter who picked up.
Long Search Cycles Kill Momentum
Executive searches take months. Without consistent touchpoints, candidates lose interest, clients get impatient, and placements fall apart at the finish line.
Network Relationships Go Stale
You met a great executive three years ago. They were not looking then. Now they are, but they forgot you because no one stayed in touch.
Placed Candidates Get Forgotten
You make a great placement. Six months later, they get promoted or their company gets acquired. You never know because no one followed up.
Why Big-Firm Systems Are the Wrong Fit
Enterprise recruiting platforms are built for firms with dedicated research teams. They assume resources you do not have.
- Dedicated researchers required
- Coordinators to manage candidate pipelines
- Complex ATS integrations
- Per-recruiter pricing that punishes growth
For boutique recruiters, those systems become overbuilt, underused, expensive, and fragile.
Most importantly, they still rely on humans to remember the follow-up.
That is the part that fails.
This Is Not a Sourcing Problem
It Is an Engagement Problem
Most recruiters chase more searches because it feels productive. But if your candidate follow-up is inconsistent, your network relationships go stale, and your placed executives get forgotten, more searches only means more wasted effort.
Before chasing more searches, you must protect the relationships you already built.
Where LeadsPass Fits
LeadsPass is built specifically for boutique executive recruiters who want to compete with the global firms without their overhead, do not want to replace their ATS, and do not want another CRM to babysit.
We build private automation infrastructure that works behind the scenes to make sure no candidate, client, or placement opportunity slips through.
The system works whether you are in an interview or not.
What This Looks Like in Your Practice
Candidate Engagement
- AI responds to candidate inquiries immediately
- Captures availability and compensation
- Schedules screening calls directly
- Triggers alerts for ideal candidates
- Maintains engagement through long cycles
No more "they took another offer."
Network Nurture
- Automated touchpoints with past candidates
- Career milestone check-ins
- Industry update sequences
- Stay top of mind until they are ready
Your network remembers you.
Client Relationship Management
- Search progress update automation
- Market intelligence touchpoints
- Hiring need identification sequences
- Referral request automation
Clients come back for repeat searches.
Placement Follow-Through
- 30/60/90-day check-in sequences
- Guarantee period monitoring
- Promotion and transition alerts
- Referral mining automation
Placements become future opportunities.
Built for Solo and Boutique Firms
LeadsPass assumes limited support staff, partners in interviews all day, and principals managing their own pipelines.
- Automation must be reliable
Systems that work whether you are in an interview or not.
- Setup must be clean
No weeks of training or complex ATS migrations.
- Ongoing management must be simple
We handle the complexity so you can focus on searches.
We do not sell complexity. We sell certainty.
Ownership Matters for Candidate Data
Most vendors rent you access. Your candidate database lives on their servers. When you stop paying, access stops.
LeadsPass builds systems you own: Private automation infrastructure. No per-recruiter pricing. No usage penalties. No forced upgrades. Your network data stays where you control it.
This is not software you rent. It is infrastructure you install. NDAs and confidentiality come standard.
Relationship Protection Beats More Searches
If your average placement fee is $50,000 to $150,000, losing even one placement a quarter to inconsistent engagement quietly costs more than most recruiting tools combined.
Chasing More Searches
Common Approach- Feels productive but spreads you thin
- More searches means more balls to drop
- Increases effort without increasing placements
- The same leaks remain unfixed
Protecting Relationships
LeadsPass Approach- Fixes the engagement gaps first
- Every candidate and client gets handled properly
- Recovers placements that were slipping away
- Systems, not promises
Who This Is For
This Fits If Your Firm:
- Is a solo practitioner or boutique firm
- Has high-value placements worth protecting
- Loses candidates to inconsistent follow-up
- Wants to compete without the overhead
- Values candidate confidentiality
This Does Not Fit If:
- You are a global firm with dedicated researchers
- You already have coordinators for every search
- You want off-the-shelf templates
- You survive inefficiency with search volume
The Engagement Process
Leak Assessment
We identify where candidates, clients, and placements are breaking down.
System Design
Automation built around your ATS and process. No rip-and-replace.
Build & Launch
AI agents and workflows deployed on infrastructure you own.
Stewardship
Ongoing monitoring so the system does not drift or decay.
No templates. No enterprise fluff. No bloated contracts.
Stop Losing Placements You Already Sourced
Global search firms survive chaos with armies of researchers. Boutique recruiters cannot. LeadsPass protects the placements you already built. Between the sourcing and the screening. Between the interview and the offer. Between interest and revenue.
This is placement protection for executive recruiters.
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