# Manu Vanderveeren

Manu Vanderveeren writes about building Spott, an AI-native recruitment platform for agencies. Their posts discuss using AI to improve recruiting workflows, growing the business through inbound and outbound sales, and raising funding.

- Profile: https://b2binfluencer.marketing/creators/manu-vanderveeren/
- LinkedIn: https://www.linkedin.com/in/manuvanderveeren
- LinkedIn followers: 16,065
- Topics: artificial-intelligence, sales, startup, recruiting, b2b-saas, outbound-sales
- Based on 10 dated posts, latest 2026-10-07

## Summary

They are most useful for reaching recruitment agency owners and operators with founder-led posts about AI-native recruiting workflows.

- Best for: This fits a B2B SaaS company selling AI agent tools to recruitment agencies.
- Not for: Not for enterprise HR platforms selling to in-house corporate talent teams or brands needing a documented sponsorship package.
- Check first: Confirm sponsorship availability and ask for recent post-level results and audience survey data.

### Takeaways

- A customer-built agent found about 250 candidate matches versus 100 through manual matching.
- Spott is adding outbound sales because inbound demand cannot be turned up on command.
- Fundraising reflection covers 40 hours of investor meetings and 21m raised.

## Main ideas

- **Agencies can grow without adding recruiters if knowledge stops living in one person's head**: Manu Vanderveeren argues that an agency's growth is capped not by demand but by headcount, for two concrete reasons: its strongest recruiter keeps the firm's knowledge in their head rather than in the system, and its most careful recruiter loses hours each week updating the CRM. Either way, the agency pays — in knowledge it cannot reuse or hours it cannot bill. Spott's answer is what they call an agency brain: one place for the firm's knowledge and network that flags what deserves attention and does the work up to the decision, which stays with the recruiter. The pitch is framed around an agency outcome — doubling placements with the same team — rather than a set of AI features.
- **Back product claims with a named customer's before-and-after numbers**: Manu Vanderveeren makes the case through one agency, the tools it replaced, and the matching volume it gained by building its own agent on Spott's API and MCP server. The agent runs every morning, matching every active candidate against every open role. The claimed payoff is not fewer clicks but more placements from the same number of conversations; credibility comes from the customer's account, not the vendor's description.
- **Consolidation beats accumulation: one workspace instead of a stack of tools**: A recurring priority is reducing the number of places agency work gets fragmented. Rather than adding another point tool to a CRM, an ATS, a notes app, and a notetaker, Manu Vanderveeren presents Spott as a single home for a firm's knowledge and network. The same customer story supports both the consolidation and matching claims, framing consolidation as a prerequisite for useful agent work: scattered data cannot be matched automatically.
- **Inbound is the right start, but outbound has to be built anyway**: Manu Vanderveeren says more than 90% of Spott's customers arrived through inbound, then argues for adding outbound anyway. Three reasons underpin the case: the best-fit buyers may not be in the market today but will purchase when a contract expires, so outbound can reach them first; inbound cannot be turned up on demand because it grows only as fast as content, SEO, and word of mouth; and sales skill is a muscle worth building over a career, not just a channel to switch on. The post presents a live strategic decision, not a settled doctrine.
- **Fundraising deserves the same candid review as a product decision**: Manu Vanderveeren treats the $21M raise less as a milestone than as an experience to assess, listing what worked and what did not. The parts worth keeping: venture firms make ten-year bets, so meetings turn philosophical about where recruitment agencies will be in a decade; and shaping the story with existing investors clarified the company's vision — a process they describe as 50% numbers and 50% storytelling. The part worth hating is the evenings. The post reveals the voice behind the product posts: specific, first-person, and willing to include a rejection.

## Work to read

- [Breaking the rule that agencies only scale with headcount](https://www.linkedin.com/posts/manuvanderveeren_were-breaking-the-rule-that-agencies-only-activity-7510642189291483137-sdz-)
- [A named customer explains where the 2x comes from](https://www.linkedin.com/posts/manuvanderveeren_with-the-same-number-of-conversations-i-activity-7506289171070722049-XJmT)
- [Outbound at Spott: from 90% inbound to a mixed channel strategy](https://www.linkedin.com/posts/manuvanderveeren_outbound-time-at-spott-90-of-our-customers-activity-7501218967420592128-x7GN)
- [40 hours of investor meetings and $21M raised: an honest fundraising review](https://www.linkedin.com/posts/manuvanderveeren_40-hours-of-investor-meetings-21m-raised-activity-7508826746130182144-kx1W)

## Brand relationships

- **Spott** (employment)
- **Flaire** (client)

## Partnerships

The four reviewed LinkedIn posts from Manu Vanderveeren describe no sponsorship or partnership offering. They include no published rate card, media kit, format list, or partnership inquiry route. The posts are company updates about Spott—its recruiting product, a customer migration, the move into outbound sales, and a $21M raise—written to customers, candidates, and hiring contacts rather than prospective brand partners. Brands have no documented package to choose from; ask Manu or Spott directly about availability and terms.

## Alternatives

- Fabian Herhold: Choose Fabian Herhold when the collaboration needs a founder who can describe building and selling an AI sourcing and business-development tool from inside a recruitment agency, with concrete activation and measurement detail rather than an outside product teardown. The Hyreflow beta post gives campaign-ready specifics: 150 workspaces three weeks after launch, 64 active in a week, an average first result in about 24 minutes, 148 tickets filed, and a deliberate move from agency project work to software. The recruitment-email subject-line post supplies tactical material a B2B SaaS partner could co-brand into a working resource: five subject-line types with examples and a warning not to send from a CRM or primary domain. For a brief about AI-native recruiting workflows and founder-led growth, this is the closest fit when the buyer wants the builder's own operating numbers and a resource the audience can put to work.
- Kalpesh Baxi: Choose Kalpesh Baxi when the campaign needs an agency-side advisor who speaks directly to recruitment business owners about what to fix, and who can frame AI adoption as a tasks-versus-jobs decision rather than a product launch. The tasks post gives a usable argument for a B2B SaaS partner selling agent tooling: AI replaces tasks, not jobs, and the real competitive threat is a rival with the same headcount and more capacity. The owner-question post shows the advisory route: it lists pipeline, disconnected tools, unclear AI plans, and a second opinion as the things owners actually ask for, then points to a network of vetted specialists. That makes Baxi a better choice than Manu Vanderveeren when the deliverable is a diagnostic conversation, a roundtable, or a peer recommendation aimed at agency leadership rather than a product case study.
- Oliver Feakins: Choose Oliver Feakins when the campaign needs a specific vertical market where demand is moving and the argument can be carried by a data point. The travel-nursing post anchors a pitch on Aya's Index showing 10,824 open travel nurse jobs on September 28, up 16% in 30 days and 67% year over year, then argues that agencies that cut marketing and recruiter capacity may not be able to meet the recovery. The recruiter-of-2027 post supplies the operating frame: AI handles volume, data finds opportunity, humans create trust, with AI described as screening, summarizing, searching, recommending, and re-engaging so recruiters can focus on the conversations that close. For a B2B SaaS company selling recruiter-workflow or matching tooling into healthcare staffing, Feakins is a better choice than a generalist when the buyer wants a vertical story with a market indicator attached.

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AI-assisted summary of public posts. Audience demographics are not available. Engagement appears only where we checked recent posts. Method: https://b2binfluencer.marketing/methodology/