That’s exactly what our client, a growing SaaS company building AI tools for e-commerce, ran into.
Hiring for SaaS is a different beast. The best developers aren’t looking for work — they’re already busy, and they’re not responding to cold recruiter messages or clicking on job ads.
They didn’t want just “faster hiring.” They wanted to stop wasting time on the wrong tasks — and start getting real conversations going with the right people.
Their internal recruiters were stretched thin:- Spending hours manually searching for candidates.
- Sending the same messages over and over.
- Getting ghosted by the people they really wanted to hire.
The problem: Great engineers don’t read job boards
We built them a lightweight LinkedIn automation system that did the boring stuff, so their team could focus on closing hires.
1. We cleaned up their LinkedIn profiles.
Hiring managers often get ignored – so we rewrote their profiles to clearly show who they are and why working with them might actually be interesting for top engineers.
2. We segmented candidates.
Senior backend engineers, DevOps leads, ML folks – each group got a different message. No “Hi {{FirstName}}, I saw your profile...” nonsense.
3. We automated the first steps.
The system sent connection requests and first messages automatically – but in a way that felt natural, not spammy. It also sent follow-ups if someone didn’t reply after a few days.
- 8,000+ connection requests sent to targeted IT professionals
- 4,000+ accepted connections — doubling their network with relevant talent
- 5,000+ messages sent (without annoying people)
- 1,500+ replies from real candidates who actually wanted to talk
And the best part? Recruiters didn’t have to babysit the process. The system ran in the background, and they focused on qualified replies.
- We treated recruiting like a marketing funnel: segmentation, automation, and actual value in every message.
- We made LinkedIn work for recruiters – not add more manual labor to their day.
- We improved results without hiring more people or increasing the budget.
The takeaway: recruiting ≠ messaging people all day
For SaaS companies, scaling the team shouldn’t mean scaling the HR department.
You don’t need 5 recruiters to send 5,000 messages — if the process is smart.