Case study · CS-013 · Recruitment · Partnership with myoProcess
Crawford Thomas Recruiting (+$100K) — Transforming Skepticism into Success
How pain-point targeting replaced expensive PPC and turned an overloaded pipeline into placements a burnt-out sales team could actually handle.
- A strong reputation was not the constraint — reaching manufacturers at the moment hiring was costing them something was.
- Outreach spoke to labour shortages, hiring cycles and retention instead of to “recruiting”.
- Two reported outcomes, over different periods: +$100K in 6 months, and 39 additional candidate placements in one quarter.
Overview
Crawford Thomas Recruiting is a nationwide staffing and recruitment firm recognized for connecting employers with top talent. Despite its strong reputation, the company faced challenges scaling placements and increasing revenue.
The challenge
- Communicating its value to target clients, ranging from small to large manufacturing companies.
- Sales-team burnout caused by inefficient processes and inconsistent results.
- Converting leads into placements, leaving significant potential untapped within the existing pipeline.
Crawford Thomas needed a more effective way to streamline outreach, understand the specific problems its prospective clients were facing, and increase the number of successful placements.
The strategy
The strategy was simple, but most companies fail to implement it correctly: target prospects based on the specific problems they are experiencing — not merely their job titles or industries.
1. Identifying client pain points
The first step was uncovering the most important frustrations experienced by Crawford Thomas Recruiting’s target clients.
- Labor shortages — manufacturing companies were struggling to find qualified and skilled workers.
- Inefficient hiring processes — companies were frustrated by long hiring cycles, poor candidate quality, and wasted internal time.
- Employee-retention problems — businesses were losing employees because of weak job matches and ineffective recruitment decisions.
By understanding these problems, myoProcess developed messaging that spoke directly to the realities prospects were already facing. The outreach was no longer based on a generic promise to “help with recruiting.” It addressed the specific operational and financial consequences of failing to hire the right people.
2. Systematic outreach and scalability
myoProcess implemented an automated email-outreach system capable of sending personalized messages at scale. Instead of relying on generic cold emails, the campaigns focused on:
- Addressing the specific frustrations prospects were experiencing.
- Using calibrated questions to begin meaningful conversations.
- Showing how Crawford Thomas could help resolve hiring challenges.
- Creating relevance before asking prospects to take the next step.
The objective was not simply to generate more activity. It was to generate more commercially relevant conversations with companies that had a genuine reason to hire.
3. Managing lead overflow
The outreach strategy generated a significant increase in prospect interest. To prevent Crawford Thomas Recruiting’s team from becoming overwhelmed, myoProcess helped the company:
- Prioritize the highest-quality opportunities.
- Identify which prospects had the strongest hiring needs.
- Segment leads according to urgency and commercial potential.
- Focus sales-team attention on the conversations most likely to produce placements.
This allowed Crawford Thomas to handle increased demand without recreating the same burnout and inefficiency the company had experienced previously.
4. Maintaining lead quality
Lead volume alone was not treated as the primary measure of success. myoProcess maintained lead quality by continuously reviewing campaign performance, analyzing prospect responses, refining targeting criteria, improving messaging based on real market feedback, and removing weak segments to prioritize the strongest opportunities.
This created an outreach system that became more precise over time instead of merely sending more emails.
The advertising cost spiral
Before working with myoProcess, Crawford Thomas Recruiting was caught in a common acquisition trap: relying heavily on expensive pay-per-click advertising to generate leads. Those campaigns often produced high customer-acquisition costs without solving the underlying issue — the company’s prospecting process was not consistently reaching the right businesses with the right message at the right time.
Increasing advertising spend would not automatically fix that problem. By shifting toward targeted, pain-point-driven outreach, Crawford Thomas was able to reduce its dependence on expensive PPC campaigns, improve prospect relevance, and create more opportunities without continuing to increase advertising costs.
The results
In a single quarter, myoProcess helped Crawford Thomas Recruiting achieve:
- 39 additional candidate placements, directly contributing to the company’s revenue.
- A more streamlined lead-generation process, reducing pressure and burnout across the sales team.
- Stronger client engagement and satisfaction, creating better relationships and more opportunities for repeat business.
Over a six-month period, the engagement is also recorded as having produced +$100K. This is reported separately, over a different period, from the quarterly placement figure above.
Key takeaway
Target the problem, not the job title.
Crawford Thomas already had the reputation and the delivery capability. What was missing was a way to reach manufacturing companies at the moment a hiring problem was costing them something specific, and to say so in the first line. Once the outreach spoke to labor shortages, hiring cycles and retention rather than to “recruiting,” the constraint moved from finding conversations to handling them.