Backed by Y Combinator
dreach finds employers about to hire and people about to move, names the hiring manager, and your way in. your recruiters keep recruiting.
a list of companies is enough. we map it with you on a 20-minute call. no ATS needed. you choose what to leave out: current clients and live deals stay yours.
the dreach team checks every opening, manager, and way in before it reaches you.
your first leads, with the manager and the way in, land in your first week.
each week, a short list: the employer, what changed since last week, the date the opportunity opened, the hiring manager, and your warmest way in. your team steps in for the conversations that close.
take the list into your own engagement platform and work it your way. or have dreach write the first message and you approve each one. your choice.
a company that just moved its MSP or VMS and reopened its supplier list. a new plant or contract that needs a second shift. a CFO leaving a PE-owned company. a staffing contract ending or going out to bid. dated, with the public source, so you can check each one.
the hiring manager, confirmed in the job, with a current email and phone, and your warmest path in: a client you have, a person you placed, or a contact your team authorizes.
short on candidates instead? dreach also finds people at the firms you target who are likely to move: the person, their firm and role, and the dated sign behind it. it only looks at the firms you name, so off-limits clients stay out. you make the approach.
candidate leads for search firmswhat counts, and what dreach does not promise.
dreach is a service for staffing firms, not a contact database or a browser extension. The dreach team finds employers about to hire and companies switching their MSP or VMS, checks each one by hand, and sends a short list each week. It works mainly the client side. Search firms can also get candidate leads at the firms they name.
ZoomInfo sells contacts and job alerts arrive after the job boards do; dreach watches the employers you know for dated signs that come before a posting, like a company switching its VMS or a hiring leader who just joined from one of your clients. It reads roles from each employer's own careers page and shows your warmest way in through your clients and the people you placed.
dreach uses public, dated sources: contract awards, staffing contracts ending or going out to bid, company filings, press releases, leadership changes, and changes to who supplies a company's contract staff. Every lead shows its source and the date dreach saw it, so you can check it yourself.
Your firm chooses. Take the dreach list into your own CRM or outreach tool, or have dreach write the first message from your firm's accounts and approve each one before it goes. Replies are your team's.
No. A list of companies is enough for dreach, and your candidate database stays with you. Connecting LinkedIn or email only matters if dreach writes the first messages for you.
dreach charges a setup fee, then a share of the fee your firm collects on orders that started with a dreach lead: the placement fee for direct hire, the gross margin for temporary and contract staffing. It is not a subscription. The terms are agreed before launch.
Only orders that started with a dreach lead count, and which ones count is agreed in writing before launch. Inbound work and deals already in progress never count.
No. dreach gives timely proof and the right person to contact. The order, the placement, and the collection are up to your firm and the client, and dreach records what you report.