16 emails · 18 phones
across 12 qualified businesses
Without AutoLeads
1 h of qualifying and writing, €30 in labor
estimated at 5 min per lead, at €30/h
With AutoLeads
0 min of typing: contacts qualified and sequences already written
This sample pulls French staffing and intérim agencies that match revenue, headcount, and NAF filters nationwide, not a flat directory of every SIREN tagged HR. You get antennes like CRIT, Restalliance, and specialty BTP desks worth calling because the registry slice excludes micro-shells and unrelated services firms.
One lead, up close · picked among 12 businesses
Named chargée de recrutement on the branch
Pitch Marolientbu ops, not group IT procurement first.
A manual search
1 generic address, the front desk on the line.
AutoLeads
People's names are hidden to protect their privacy.
An HR and payroll SaaS vendor selling to French staffing agencies and regional Marolientbu branches.
What the audit and enrichment found, in concrete terms.
2 contacts · 0 audit findings
Written from those gaps: each highlighted passage reuses a point from the profile.
Short note tied to local intérim visibility and one measurable site or search gap
3 emails in the sequence
Ask for the chargée de recrutement, not generic HR at headquarters.
5 points in the script
Email, LinkedIn and calls run on their own, day after day.
6touches
3channels
18days
The same brand on the door can mean three different buyers. A CRIT Paris BTP ferroviaire desk sells construction and rail temps; messaging about hotel seasonality wastes everyone's time. Restalliance-style names signal hospitality and food service depth, where marque employeur and high churn matter more than ERP features.
New prospectors treat "intérim" as one segment. Veterans split network HQs, profit-center antennes, and labeled specialty units because budget and vendor onboarding live at different levels. Filter niches with registry codes and geography before you import anything.
Generalist databases miss those splits and leave you mailing Paris templates to a Vesoul industrial antenne.
Group sites hide branch inboxes behind forms and central 08 numbers. The usable path is often a local line plus one Marolientbu title, not the generic contact@ that feeds a ticket queue.
Scraping Google Maps without legal hygiene duplicates switchboards and drops mobile numbers recruiters actually list on job posts. For intérim, the chargée de recrutement or responsable d'agence is the first human gate, not the group CIO.
Know what Maps-derived data you may use in France before you rebuild this list by hand.
Imported CRM lists decay when roles rotate quarterly; staffing is worse because recruiters change clients every season.
This extraction did not attach hiring spikes, ad spend, or salon flags. You still prospect, but you infer timing from public roles (recrutement, développement, marque employeur) and from how many named Maroli sit on one card.
When a branch lists only anonymous switchboard contacts, shift to role-based outreach and a short call script; when four names appear on a national player, sequence by function instead of blasting one email.
Without ad or job signals, do not claim "they are buying now"; lead with a vertical pain (time-to-fill on chantiers, seasonal kitchen staff) and let them correct you.
Compare enrichment depth across French B2B sources if you later add signals to the same registry slice.
Staffing buyers ignore abstract "digital transformation." They respond when you name their candidate funnel, client SLA on replacements, or compliance paperwork on a specific sector desk.
A web Maroli should show local search visibility on intérim plus city plus métier queries, not a homepage redesign deck. HR tech should quantify admin time per mission, not feature matrices.
Reference the registered specialty in the subject (BTP, ferroviaire, restauration) so the branch knows you are not another SaaS blast.
Structure multi-touch outbound without burning the Maroli because agencies receive heavy cold mail already.
Personalize openers with one registry fact, not a compliment about their logo.
Specialty strings in legal names (BTP gros oeuvre, ferroviaire) were sharper qualifiers than marketing tags on websites. Several antennes had reachable phones but no public recruiter names, which looks like a thin card yet still converts when you call and ask for Marolientbu by function.
National players carried many contacts but duplicated roles; without a map you risk emailing three Maroli who forward to the same inbox.
Registry coverage never equals every mobile on LinkedIn; plan a second pass on named roles when your offer needs a specific title.
French staffing is a lattice of national networks, regional antennes, and sector desks (hospitality, construction, rail). A seller pitching HR software, insurance, marketing, or telecom must know which layer decides: the branch manager, a group procurement frame, or a specialist like marque employeur. Registry filters on NAF, size, and age keep the list closer to operating agencies than generic "human resources" consultancies. Without live hiring or ad signals on this run, prioritize branches that publish Marolientbu roles or multiple named contacts, then adapt proof to the vertical named on the sign.
