Find staffing firms

Find staffing agencies by vertical, size, and job volume

Staffing is one of the few industries that advertises its own activity. The count of live roles an agency runs says more about its size than any revenue estimate you can buy.

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Posting volume is the honest size signal in staffing. A twenty-person agency running four hundred open requisitions is a bigger buyer of workflow software than a sixty-person firm placing a dozen executives a year. Start from what they advertise and work backwards to the firm.

TheirStack carries the posting side. Serper's maps search and People Data Labs fill in the business: offices, headcount, founding year, and the brand behind a multi-office group. Blitz API runs first on the email column for rows with a LinkedIn profile, and LeadMagic is a later provider for the rows Blitz misses.

Posting counts move week to week, so the number belongs on the row with a timestamp rather than in your head. A re-run replaces the count and stamps the new date. To keep last month's number, copy the rows into a dated table before you re-run.

Example searches

Ask for it the way you'd say it

Each example is a request in plain words, with what it returns underneath.

  • By what they place

    agencies placing healthcare and allied clinical roles, not general recruitment firms

    Vertical is derived from the roles actually advertised, so a generalist with two nursing ads does not read as a clinical specialist.

  • Volume over headcount

    staffing firms with more than a hundred live postings, any size of office

    The live count is written with the date it was measured, so a stale number is visible instead of quietly assumed current.

  • Multi-office groups

    staffing agencies with offices in at least three states, and show me each branch

    Each branch lands as its own row that you link to the parent company, so branch managers and the group owner can get separate sequences.

Plays

Three motions you can run this week

Each one is a chain of OXYGEN primitives: the same hosted objects your workspace already has, composed.

  • Volume-banded target list

    Agencies grouped by live posting volume, so pricing conversations start in the right place.

    1. Tables
    2. Records
    3. Sequences
    1. 1Source agencies by vertical and geography into one working table.
    2. 2Band rows by posting count, promote the qualified bands, and send each band's rows to a table and sequence of their own.
    oxygen search run

  • Branch-level outreach for a group

    Each office gets its own conversation instead of one message to head office.

    1. Tables
    2. Records
    3. Sequences
    1. 1Expand each multi-office group into branch rows linked back to the parent company.
    2. 2Resolve a branch manager per row, enroll the branches, and turn on company reply pause so one reply holds the rest of the group.
    oxygen sequences enroll

  • Watch for new agencies in your patch

    Agencies that start advertising in your verticals appear as rows without anyone checking manually.

    1. Tables
    2. Records
    1. 1Bind a TheirStack posting search, filtered to recruiting agencies in your verticals and region, to the table weekly with a spend ceiling. Each new ad lands as a row naming its agency.
    2. 2Arm a table auto-run with a credit cap so a qualification column scores each arriving row, then promote the rows that pass.
    oxygen feeds bind

Who you can reach

Roles you can find at staffing and contract labor agencies

Reachability is per channel: a role marked for mobile is one the phone waterfall usually resolves, not a guarantee for every record.

RoleSeniorityReachable by
Agency owner or founderOwner/FounderWork emailLinkedInMobile
Chief operating officerC-levelWork emailLinkedIn
VP of deliveryVPWork emailLinkedIn
Branch managerManagerWork emailMobile
Director of recruitingDirectorWork emailLinkedIn
Recruiter or account managerICWork emailLinkedIn

Filters you can search on

  • Verticals inferred from posted roles
  • Live posting volume band
  • Permanent, contract, or temp mix
  • Headcount band
  • Office count from map listings
  • State, country, or metro area
  • Applicant tracking system detected

Agencies that advertise on public boards resolve richly: verticals, volume, and often the recruiter named on each ad. Firms working from a private client list look almost invisible by comparison, and executive search boutiques barely post at all. For that slice, rank on headcount and office count instead and expect a shorter list.

Data sources

Data sources and CRM connections

  • TheirStack

    Live and historic postings, filterable to recruiting agencies, which supply both the vertical mix and the volume band per agency.

  • Serper

    Office listings from Google Maps with address, phone, and site, which is how multi-branch groups expand into rows.

  • People Data Labs

    Company and people records for headcount, founding year, and the staff listed in each office's city.

  • Blitz API

    Runs first on the email column for rows with a LinkedIn profile. It bills only on a hit, so a row it resolves never pays a pricier provider.

  • LeadMagic

    A later work-email provider and the second mobile provider behind Blitz API, charged only when it returns an email or a mobile number.

Use managed credits where available, or connect a supported provider key on an eligible paid plan. Your provider bills its calls; OXYGEN adds a per-call platform fee. Signed-in CRM connections such as HubSpot have no per-call fee. Connected sending accounts reserve monthly credits. See pricing and supported integrations.

Limits

Where this stops

  • TheirStack stores each job once and drops a same-title repost from the same company within 30 days. One requisition can still run under several titles. Treat the count as a band, not a requisition count, and re-measure before quoting it.

FAQ

Questions people ask first

Why band agencies by posting volume?
It maps to operational pain better than revenue or headcount. A firm running hundreds of live ads has a coordination problem today, and that is the conversation worth opening.
How do you tell staffing from executive search?
By the roles advertised and the volume behind them. Contract and temp firms advertise constantly; retained search barely advertises at all. Both stay on the list with a column naming their model, and each model's rows go to a table and sequence of their own.
Can I get a contact at each branch office?
Yes. Each branch becomes its own row, linked to the parent company, and the contact column runs per row. Keep the parent domain off your do-not-contact list: branch staff usually share it, so an entry there blocks every office. Turn on company reply pause in the sequence instead, so one reply holds the rest of the group.
Will I see which applicant tracking system they use?
Where it is visible on the careers site, yes, and it becomes a column. Many agencies run theirs behind a login, so the cell stays empty and counts as unknown rather than a negative match.
Is this list any use for partnerships rather than sales?
Yes. Filter to firms placing the roles you hire for and run a partnership sequence instead of a sales one. The table, the columns, and the enrollment work exactly the same way.
What is free here and what draws credits?
Creating the table, writing column definitions, and writing the sequence yourself are free. Sourcing, enrichment, tool and AI column runs, and each step a workflow runs draw credits, and every one of them records what it cost. Connecting a sending mailbox needs a paid plan.

Build your staffing and contract labor agencies list

Start with a search, preview the cost before anything is spent, and keep the rows, sources, and runs in a workspace you own.

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