HUMAN RESOURCES
How 3rd Degree Screening Closed 3 Enterprise Clients in 30 Days by Targeting Companies Posting 10+ Jobs Per Month
3 new enterprise clients in 30 days
new clients in 1 month
Reply Rate
Outbound channel used
CLIENT REVIEW
Hear it straight from the client
Jimmy Waters
CEO at 3RD DEGREE SCREENING
THE CHALLENGE
Where they were stuck
3rd Degree Screening provides comprehensive background check services in a crowded market where most vendors compete on price and speed alone. Their core challenge was differentiating their superior compliance capabilities and 24-hour turnaround in front of HR leaders who were already locked into incumbent vendor relationships.
HR decision-makers buried under vendor pitches from commodity screening providers
No systematic way to identify companies actively scaling hiring volume
Compliance-focused value proposition lost in generic background check messaging
THE SYSTEM WE BUILT
How we solved their problems
Build High-Intent Prospect Lists
Identified the highest-intent prospects using a specific signal: companies posting 10+ job openings per month. That volume means they're actively hiring at scale and either unhappy with their current vendor or processing checks manually. Six-provider waterfall verification ensured outreach reached actual HR decision-makers, not recruiters or office managers.
Lead With Compliance Risk
Cold email messaging led with compliance risk, highlighting the liability exposure companies face when background checks are slow, inconsistent, or incomplete. Each sequence pivoted to 3rd Degree's 24-hour turnaround as the solution, with industry-matched client examples making the proof tangible rather than abstract.
Add AI Calling Layer
AI cold calling targeted HR directors at the highest-volume hiring companies, using brief, compliance-focused scripts that created urgency without being pushy. Enterprise infrastructure (2 USA IPs, 100 Outlook inboxes on Azure) maintained 98% deliverability into corporate HR inboxes throughout the campaign.
3rd Degree Screening operates in one of the most commoditized markets in B2B services. Background check providers compete relentlessly on price and speed, and HR leaders have learned to tune out vendor pitches that all sound the same. To break through, 3rd Degree needed outreach that reframed the buying decision entirely, shifting the conversation from cost to compliance risk.
The targeting strategy centered on a specific behavioral signal: companies posting 10+ job openings per month. That hiring volume meant they were either already working with a background check vendor they might be dissatisfied with, or processing checks manually and absorbing the operational pain. Six-provider waterfall verification ensured outreach reached the actual HR decision-makers who control vendor selection, not recruiters or office managers who lack buying authority. Enterprise infrastructure maintained 98% deliverability into corporate HR inboxes with aggressive spam filtering.
Cold email messaging led with compliance risk. Every organization that hires at scale faces liability exposure when background checks are slow, inconsistent, or incomplete. Sequences then positioned 3rd Degree's 24-hour turnaround as the direct solution, with each email including a relevant client example matched to the prospect's industry. AI cold calling targeted HR directors at the highest-volume hiring companies, using brief, compliance-focused scripts that created urgency without being pushy.
The campaign delivered a 24% response rate, 15+ qualified leads, and three new enterprise clients within 30 days. As CEO Jimmy Waters put it: "When we get a lead from OS we're on it right away because we know they are quality leads."
