Services / Qualitative recruit
We recruit, screen and schedule B2B professionals for online qualitative research — video IDIs, virtual focus groups, triads and online communities — then hold the roster together through field day. Every session runs online, which means no facility, no travel, and a national roster instead of whoever happens to live near one metro. You bring the discussion guide and the moderator. We bring the people, confirmed and on camera.
Qual lives or dies on who is in the room. A plant engineer who actually specifies equipment, a mechanical contractor who actually bids the work, a facilities director who actually signs off — those people do not answer cold outreach, and they are not sitting in a general-population panel waiting to be booked. Ours are profiled, verified and used to being asked.
At a glance
How it works
A qual recruit is a logistics problem wearing a research costume. Most of the work happens between the yes and the session.
Who has to be in the room, what they must have done recently, and what disqualifies them. We will tell you which criteria are the expensive ones before you commit to them.
Panel, rented list and publisher audience are worked against one screener. Candidates answer in writing first, so the live conversation is a confirmation rather than a discovery.
A person speaks to every recruit before they are booked. Title, employer, decision role and articulacy are all confirmed by voice, which is where professional respondents come apart.
Calendar holds, a platform link and tech check, and a confirmation sequence that keeps touching the participant right up to the day. You get the roster with names, titles and screener answers.
Floaters on standby, a live replacement if someone drops, and honoraria paid out afterwards so neither you nor your moderator handles money.
The hard part
Nobody drops out of a session they were genuinely qualified for, genuinely interested in, and genuinely reminded about. Most no-shows trace back to a recruit who was oversold, under-screened, or booked once and never spoken to again.
What to expect
The single most useful thing we can tell you at the quoting stage is how long your roster will actually take to fill, and why.
Eight-participant study, national, no interlocked criteria
Share of seated participants by source
Working all three against one screener is usually what makes a low-incidence trade audience feasible at all.
Share of booked participants who attend, by how many times they were contacted after booking
The curve flattens after the fourth touch, which is why our sequence stops at four rather than pestering people into cancelling.
Ranked by how much each factor tends to shift cost and lead time
Seniority. A VP has less calendar and a higher honorarium than a technician, in every vertical.
Session length. Ninety minutes is a different ask from thirty, and prices like one.
Time zones. A national roster across four zones squeezes the window your moderator can actually cover.
Fixed session times. Groups need everyone free at once; IDIs can chase the participant instead.
Competitive exclusions. Screening out a named employer list can remove a third of a small vertical.
Figures on this page are placeholders for layout review. Replace with observed recruit performance before publishing.
What you get
You should never meet a participant for the first time when the recording starts. Everything we know goes to you and your moderator in advance.
Named roster. Name, title, employer, location and session time for every confirmed participant.
Full screener answers. Every response they gave, so your moderator can prepare rather than re-ask.
Re-screen notes. A short human read on each person from the verification call, including how talkative they are.
Floaters on the sheet. Your backups are named and screened too, not a promise to find someone.
Honoraria handled. We set the amount, communicate it, and pay it. Neither you nor your moderator touches it.
A replacement policy in writing. What happens if someone drops, agreed before field rather than argued after.
What to send us
A rough target and a date range are enough for a first read. The screener can follow.
Who has to be in the seat. Titles, functions, industries, company size, and the decision they own.
Method and roster size. IDIs, groups or triads, how many seats, and how many sessions.
Session length and platform. Minutes per session, and which video platform you want it hosted on.
Dates and time zones. The window you are fielding in, and which hours your moderator can actually cover.
Exclusions. Competitors, employers or recent-participation rules that rule someone out.
Running quant alongside? Survey sample draws on the same profiled pool, and full service covers design through final report on one statement of work.
Coverage
Depth here is the product. If your participants sit inside one of these industries, we very probably already have them profiled and reachable by name.
Common questions
Recruiting, scheduling and incentives are what we do. We work alongside your moderator on whichever video platform you use, and we can recommend both if you do not have them lined up.
Two screened floaters are held for every session, so a drop is filled rather than absorbed. The replacement policy is agreed in writing before field starts.
We recommend an amount based on seniority and session length, communicate it at booking, and pay participants directly after the session. It is included in the per-recruit price.
Yes. Send the employer list and we screen against it. Be aware that in a narrow vertical a long exclusion list can remove a large share of the qualified pool, which we will flag at feasibility.
Participation history is tracked across studies, recent participants are held out, and every recruit is verified by voice before booking. Someone who cannot talk about their own work unprompted does not get seated.
Two to three weeks is comfortable for most audiences, longer for VP level and above. If your dates are tighter than that, tell us at feasibility and we will say honestly whether it is achievable.
No obligation on a feasibility read: achievable roster, realistic lead time, honorarium guidance and cost per recruit, usually back within one business day.