The recruiting reality
Recruiters live and die on LinkedIn. The recruiter profile is the asset — if it gets restricted, you lose a quarter's billings. But the only way to hit candidate-volume targets is to push hard on outreach, which is exactly what triggers restrictions on most tools.
Infonet's per-recruiter dedicated home IP keeps the profile clean while AI personalization pushes acceptance and reply rates up. Result: more candidates contacted, better candidates responding, profile health intact.
What recruiting & staffing actually struggle with
Four problems that show up in nearly every conversation we have with this segment, and how Infonet solves each.
The 100-invite weekly ceiling
LinkedIn caps invites around 100/week. For an executive recruiter sourcing senior engineers, that's barely enough to fill a single role.
How Infonet solves it: Infonet routes through Open Profile messages (free, ~8% of profiles), InMail credits, group-mate connections, and email follow-up. Net: 3x weekly touchpoints from the same recruiter profile.
Generic 'I have an opportunity for you' outreach
Candidates ignore boilerplate. Senior engineers see hundreds of these per week.
How Infonet solves it: AI scans the candidate's profile, recent posts, GitHub activity, and conference talks. The first message references something specific to that candidate — not the role.
Pipeline scattered across spreadsheets
Most recruiters track candidates in a Google Sheet that nobody else can read. The pipeline dies when the recruiter goes on PTO.
How Infonet solves it: Built-in candidate pipeline with custom stages, notes, and one-click ATS export. Hand-off to a colleague is one URL.
Sourcing burn-out
The repetitive scroll-search-message-track loop kills senior recruiters fastest.
How Infonet solves it: Set the search criteria once. Infonet drips the queue across business hours, you review responses each morning. The job becomes 'evaluate candidates' instead of 'find candidates'.
What you get with Infonet
- Dedicated home IP per recruiter profile. Same metro as the recruiter's listed location. Never shared, never rotated. Profile health stays intact even at high outreach volume.
- AI message personalization. Reads profile + recent posts + GitHub + conference talks. Writes a first message that references something specific.
- Candidate pipeline with custom stages. Source → Outreach Sent → Replied → Phone Screen → Submission → Placed. Configure the stages to match your firm's workflow.
- Email + WhatsApp follow-up channels. When LinkedIn doesn't get the reply, the email follow-up does. Especially effective for senior candidates who don't check LinkedIn weekly.
- One-click ATS exports. Greenhouse, Lever, Ashby, BambooHR, Workable, Bullhorn. Push a candidate from Infonet to your ATS in one click; activity history syncs over.
- Compliance-aware pacing. Custom invite caps per region or per account. Useful for agencies operating across EU jurisdictions with stricter rules.
The workflow
How a typical Infonet engagement runs from day 1 to steady-state.
1. Build the search
Sales Navigator filters by skills, geography, tenure, and seniority. Save as named search. Infonet auto-pulls fresh matches each week.
2. Configure the AI voice
Upload 5 examples of how you write to candidates. The AI matches your tone — warm and curious, not corporate-recruiter.
3. Approve daily queue
Each morning, review the 12–20 AI-drafted first messages. Light edits if needed. Send batch.
4. Triage replies
Positive replies route to your inbox view. Send the calendar link, push to ATS, move to phone-screen stage.
Why other tools fall short here
Generic templates
Most recruiting outreach tools default to mail merge with a {first_name} placeholder. Senior candidates can spot it in two seconds and ignore it.
No ATS hand-off
Candidates source in one tool, screen in another, place in a third. The data drifts. Infonet's ATS sync keeps the candidate record consistent.
No InMail-credit awareness
Most tools burn InMail credits on the wrong candidates. Infonet uses Open Profile + connection requests first, escalating to InMail only when needed.
What this looks like in practice
If you want the ground-level playbook for running this in-house, read the Recruiting & Staffing playbook next.
Try Infonet for recruiting & staffing
Free 14-day trial. Cancel anytime. No credit card on signup. Production-ready outreach within a week.
Start free trialFAQ
Will candidates know I'm using AI?
Only if they ask — in which case you should answer truthfully. The AI drafts; you approve. The voice library makes the messages sound like you wrote them. Most candidates don't ask.
Does this work for high-volume staffing (e.g., warehouse roles)?
Yes, but the math changes. High-volume staffing benefits more from email + SMS than LinkedIn. Infonet supports both, but the LinkedIn play is highest-leverage for professional and tech roles.
How does this comply with EU recruiting rules?
Infonet runs LinkedIn outreach under legitimate-interest lawful basis (GDPR Article 6(1)(f)) for B2B professional outreach to candidates. Suppression lists and right-to-be-forgotten requests are honored within 24 hours. See our GDPR guide for the deep dive.
Can I use this with Bullhorn / my agency CRM?
Yes. Native integrations for Greenhouse, Lever, Ashby, BambooHR, Workable, Bullhorn. For others, use the REST API or Zapier.