HR leads are contacts that work in the human resource department at companies ranging from small to large
They can be broken down by title, location, employee size, revenue, and industry. HR leads will be found in a number of different core departments such as:
- Total Rewards, Benefits, Compensation
- Learning & Training
- Human Resources
- Talent Management
- Recruiting
You can find contact information for thousands of leads through contact databases or doing your own research on social media platforms like LinkedIn or LinkedIn Sales Navigator.
You can then leverage these contact details to accelerate your human resources sales leads and conversions.
That said, there are many ways to break down these leads. So, let’s take a moment and go into more detail.
HR Leads Management Level
Based on what you are selling, you may want to target specific management levels for your leads.
Here are a few examples of the most common management levels that are a key part of the buying process:
Your leads may not have buyer personas attached to them, but fortunately, we’ve prospected into HR so extensively that we know the buyer personas of HR leaders.
- C-Level:
- These are the people who sign the checks. In almost every case, they are responsible for developing and executing HR strategy in support of the overall business plan and strategic direction of the organization.
- Vice President
- These people generally know all the major and minor functions occurring within an organization. The Vice President is responsible for setting, enforcing, and evaluating all organization policies within their department. Depending on the company, many VPs will own budgets as well.
- Director
- Directors plan, lead, direct, develop, and coordinate policies, activities, and staff of their respective department. It can often be difficult to identify what directors are fully responsible for, but in most cases, these contacts can have a wide or narrow scope of practice within an organization
- Manager
- Managers maintain staff by recruiting, selecting, orienting, and training employees. Managers handle the majority of day-to-day operations and generally have limited budgets on a grand scale. Campaigns targeting managers generally aim to connect with someone higher in seniority.
- Individual Contributor
- Organizations hire individual contributors to work on individual projects or specific facets within the company. Individual contributors are self-managed and generally have no buying power.
HR Leads Job Functions
Inside leads, you can narrow down to the HR function your contact is in. Some products may be sold to people that are in e-Learning, while others may want to focus on contacts who work in Total Rewards.
Below, we’ve broken down the top HR functions that you’ll likely be prospecting in.
Because we’ve had many years of experience in connecting with HR leaders in different departments, we have a great grasp on messaging, setting meetings, and what’s important to these titles. Here are a few resources where we’ve shared some of our experiences:
- How to Prospect Learning & Training Leaders
- How to Prospect e-Learning & Digital Learners
- How to Prospect L&D and Talent Development
- How to Prospect Diversity & Inclusion Leaders
- How to Prospect VPs of HR
- How to Prospect Recruiting Leaders
- Cold Calling into HR
Search & Filter Criteria for HR Leads
Finding HR leads is difficult enough. Most organizations have a criteria for what they look for in a prospective partner. This is why being able to search for your contacts through a wide variety of lead filters is important. Your organization has products and services that will have a solution for different verticals– here are a few of the main search and filter criteria when finding HR leads.
Industry
Depending on what you are selling to your leads, you may want to focus on specific industries. Selling to specific industries is generally defined by where your product or service is needed. In most cases, organizations will have individual salespeople actively prospecting one or more verticals that cover a given industry.
When you are looking for HR leads and want to target a specific industry, you’ll likely find that specific companies may fall into niche industry that you were completely unaware of. For instance, many electronics or computer companies fall into both Computer Hardware and Computer Software industries. However, your messaging may change based on what you’re selling to a company who falls under both, respectively.
Employee Size
If you’re using your HR leads to reach a specific market, you’ll want to be able to search by a specific company size. Your product or service generally dictates the employee persona you’re prospecting. For instance, small organizations will generally have one to two HR employees that will oversee all HR functions. Whereas large companies may have more specific, niche HR functions, DE&I or L&D, as an example.
Sales Revenue
Searching by sales revenue when finding HR leads may play an important role as well. Every company is different, but most revenue sizes tell a story of what the average budget may look like for products and services they may purchase. In most cases, you won’t search for HR leads solely based on revenue. However, it’s still important information to have in regards to what types of budgets a certain company may have.
Location
Depending on the reach your company has, location is an important search criteria for your HR leads. Because of the internet and social media, the days of being restricted to a 50-mile radius are gone. There are many opportunities to connect with leaders all over the country and display your product or service to new, prospective buyers.
Contact Info
Based on how you plan to connect with leads, you’ll want to make sure you have the correct contact information such as phone, email, LinkedIn profile, or job function. Below is what a contact card may look like when you’re searching for leads.
Each organization will prospect differently. So, some contact information may not mean much to you. For instance, many organizations won’t call direct or mobiles, while others may only email their prospects. However your process may be, having as much contact information for your HR leads will help you connect with the most people.
How Do I Find HR Leads?
Depending on the resources you have available in your organization, you may go about finding HR leads a number of different ways. Your organization most likely has a list of criteria that’s different than even your closest competitors. Here are a few ways to find HR leads.
Most people will utilize one of the following strategies:
- Buy Lists
- Google Searches
- Contact Databases
When it comes to broad searches, Google and LinkedIn will provide you with many names. However, it’s important to note that although you may have a massive collection of names, you’re likely limited to just the contact’s name, place of work, and job function (at best).
In order to start meaningful conversations and execute campaigns at scale, you’ll need to buy a large list or contact database to get the most accurate and up-to-date contact information. These two options are the most popular options when prospecting at scale.
An HR-specific database would provide you with the best prospects because the database is solely focused on finding contacts in the HR space. Here are a few things to look for when selecting an HR contact database.
Identifying your ideal customer when finding HR leads:
- HR Job Function
- HR Title
- Size of Company
- Revenue
- Industry
- Contact Information
Once you’ve identified your ideal customer(s) your process of catering your messaging, solidifying your offer, and executing your campaigns will be the easy part!
TalentView’s Human-Verified Data
At TalentView, we provide a contact database that is 100% focused on HR. With over 300,000 HR buyers with validated phone, email, LinkedIn profile, and HR job function, our platform provides an all-in-one prospecting experience. In addition, we offer intent data for free and there are no credit limits– so you can prospect as much as you want and see where current buyers are.
For more information and access to a free trial, visit TalentView’s home page to get started!
