In every recruitment niche there are events that predict hiring before the job is posted. We watch for them across your whole patch, and when one fires we put you in front of that hiring manager first, with a page built for that exact conversation. You get meetings, not leads.
“You’ve paid the lead-gen agency. You’ve watched them warm up ten domains and blast 500 messages in your name. Six months, tens of thousands of pounds, zero placements. And one prospect replied to tell you they’re a job board.”
That is a real story an agency owner told us. It's why Mentis exists.
A worked example from wealth management. Your niche has its own version of this chain, and finding it is what onboarding is for.
A consolidator buys a wealth firm in your patch.
History says the buyer needs advisers and paraplanners within weeks. No job has been posted yet.
The signal fires. We build a one-page brief for that exact hiring manager: the market movement, the talent available, your track record on this role.
They open it. We see what they linger on, and your consultant calls inside the window.
Every other agency arrives when the job ad goes up. You've already met.
A job goes live and the whole market sees it at once. Fifty-three seconds on why the winners aren’t the ones with better data. They’re the ones who read it correctly, and move first.
The machinery reads the market and builds the assets. Humans hold every conversation. What you receive is a meeting in your calendar and a thirty-second weekly update.
Onboarding is you teaching us how hiring actually happens on your patch: which events lead to which roles, and how long the gap is. The model we build from it is yours, not a rented scraper.
The engine watches your entire patch for the events your model says matter (acquisitions, contract wins, moves), not just posted jobs.
When a signal fires, the hiring manager gets a one-page brief built for that exact conversation: the market movement, the talent available, your track record on this role.
A human calls inside the engagement window. Pre-qualified before it reaches you: budget, need, fee structure explained, said yes. When we put them on the phone to you, it's just a matter of closing.
All three cards come from the same eight-week James Chase campaign. The quotes are what prospects wrote back, word for word. Prospects stay anonymous; the client is named.
We have bigger hiring needs… we need 220 candidates per month. Can you support this volume?
Profiles look good, thanks for sending! How much do you charge as a recruiter?
Love this that you have sent over. What is the business model behind your recruiting?
“If you’re a solo desk under ~£200k with strong inbound, we’ll likely tell you to keep your money, and say so on the call.”
We'd rather say it here than spend your thirty minutes finding it out.
Three of the most common, answered plainly. The rest are on the FAQ page.
Partners, not competitors. We never place candidates. We book you the meetings; your consultants do the recruiting. If we placed candidates, we’d be competing with you for the same fee.
They sell activity: domains warmed, messages sent. We sell attended meetings with pre-qualified hiring managers. One placement pays for months.
Ours too. Nothing sends without a human approving it, and every message is built from a verified signal and written for one person. If a signal can’t be verified, the message doesn’t go.
Thirty minutes on your patch and whether the signals exist in your niche. If they don't, we'll tell you that too.
