Home / Sample opportunity brief
What a week-one opportunity looks like.
Every engagement starts with at least 3 of these in your first week, before you share any ATS data. Each one names an employer, the dated reasons to call now, who decides, what your firm can offer, and the message, ready for a recruiter to act on.
- The employer
- Regional food distributor, about 600 employees, two temperature-controlled warehouses in south Dallas.
- What changed
- Sep 30: announced a third distribution center in Lancaster, TX, opening in Q1 (company press release).
- Oct 2 to Oct 16: 18 warehouse roles posted on its careers page: forklift, reach truck, picker and packer, two shift leads.
- Oct 16: 6 of those roles re-posted after 30 days with a higher listed pay rate.
- Oct 7: a new Director of Warehouse Operations started, previously at a distributor that buys contract labor.
- Why it's real demand
- Four independent signals point the same way: new capacity with a date, a burst of roles in one function, reposts with a pay increase, and a new leader who owns the ramp. One stale job post on its own would not make this list.
- Why your firm
- You place forklift and reach-truck operators in south Dallas, and cold-storage distributors are already among your accounts. In week one we say what to check; from week two, with read-only access to the fields you choose, we confirm it against your placement history.
- Who decides
- The Director of Warehouse Operations owns the Lancaster ramp and, at a company this size, usually chooses labor vendors. HR runs onboarding, not vendor selection. Work email verified, LinkedIn profile matched. Confidence: high on role, medium on vendor authority.
- Your way in
- To confirm from your CRM: did your firm supply the Director's previous employer? If yes, that history leads the call. If not, the Lancaster opening date is the reason to call. We never present a public signal as a warm relationship.
- Talent to lead with
- Week one: the role mix you would need (reach truck, cold-storage pickers, shift leads). Week two onward: matching candidates from your ATS attached here, anonymized, for your recruiter to approve before anything is shared.
- What it could be worth
- Example math, not a forecast: 15 of the 18 roles on contract × $6.50 hourly spread × 40 hours × 16 weeks = $62,400 gross profit. Spread means bill rate minus pay rate minus burden. Your real numbers replace these on the call.
- What we still don't know
- Whether an incumbent vendor already has the new site. The first call should find out, and the opener below is written so it works either way.
- Recommended play
- Your recruiter calls the Director this week about staffing the Lancaster opening before Q1. If there is no answer in five business days, the approved follow-up goes out by email and LinkedIn from your firm's domain.
"Saw the Lancaster site opens in Q1 and you're hiring 18 warehouse roles ahead of it. We staff reach-truck and cold-storage crews in south Dallas and can have certified operators on site within two weeks. Worth 15 minutes to see if we can take the first shift off your plate?"
- Your approval
- Nothing is sent until a recruiter on your team approves the play and the message.
Format shown as delivered in week one. Week-two briefs add your candidates and relationship history.
How each brief is built
Every opportunity passes four checks before it reaches you. If one fails, it doesn't make the list.
- The demand is real. At least two independent, dated signals: new roles in one function, new capacity, funding, a new leader, a contract win, reposts. A single aging post is not enough.
- They can't fill it alone. Volume, reposts, pay changes or a hard deadline suggest internal recruiting won't keep up.
- We know who signs. The person who owns the hiring outcome and can choose a vendor, not a general HR inbox.
- You can deliver. The roles match what your desk fills. From week two this is checked against your placement history and bench.
What arrives when
| When | What you get | What we need from you |
|---|---|---|
| Week 1 | At least 3 researched opportunities like the one above, ready to call | A 30-minute kickoff: your niche, market, target employers and accounts to leave alone. No ATS access. |
| Week 2 | Opportunities with your candidates and relationship history attached | Read-only access to the fields you choose, under a signed data processing agreement |
| Week 3 | Your whole market scored; first plays written for approval | A few minutes to approve or edit plays |
| By day 30 | Your first approved play running on email and LinkedIn from domains in your firm's name | Recruiters take the replies and make the calls |
See the full commitments on how Wavaron works for staffing firms and how we handle your data on the security page.
Questions owners ask
Is this a lead list?
No. A lead list gives you names. A brief gives you one employer, the dated reasons to call now, the person who decides, what you can offer them, and the message, so a recruiter can act on it the same day.
Do you need our ATS to produce week-one briefs?
No. Week-one briefs come from public evidence plus what you tell us on the kickoff. Your candidate and placement data improves the ranking from week two, only with read-only access to fields you choose.
How many briefs do we get?
At least 3 in the first week. After that, a ranked list every week, sized to your market and your capacity, usually 10 to 25.
Who makes the call?
Your recruiter. We find and verify the opportunity, write the play and run the approved email and LinkedIn follow-up. The relationship stays yours.
Want 3 of these for your market?
Send us your niche and city. On the strategy call we walk you through 3 real companies worth calling this week, who to call, and why.
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