Corporate Training lead generation that finds decision-makers.
BeReach reads the public signals that show a company is about to invest in training, like fast hiring, new funding, a fresh Chief People Officer or a compliance mandate. It qualifies each account against your ICP, then helps you reach the L&D lead with a warm, contextual message.
1,000+ teams4.9| # | Name | Conn | Signal |
|---|---|---|---|
| 1 |  Marcus Bell Head of People · Northwind Labs | 2nd | Posted 24 roles |
| 2 |  Renata Silva Chief People Officer · Cadence Health | 2nd | Series B raise |
| 3 |  Tobias Kruger Director of L&D · Halcyon Freight | 3rd | New safety mandate |
| 4 | Amara Diallo VP People · Brightpath Retail | 2nd | Doubled headcount |
| 5 | Gavin Lorne Talent Lead · Verano Foods | 3rd | Hiring onboarding |
Public signal sources
hiring, funding, leadership, mandates
Typical acceptance rate
warm, contextual first touch
Typical reply rate
vs generic cold outreach
To a qualified list
any industry, any size
Your agent watches the moments that precede a training budget: a fresh funding round, twenty or more roles posted at once, a newly named Chief People Officer, or a new safety or security mandate. It pulls the learning and people leaders behind each signal.
Every account is scored against your ideal profile on headcount, funding stage, industry and hiring velocity, so the thirty-person startup with two open roles is filtered out before you ever see it.
For each qualified account, the agent finds the Head of Learning or the Chief People Officer and drafts an opener that names the real trigger, like the round that just closed or the mandate that just landed. Nothing sends until you approve it.
A company posting dozens of roles is about to onboard at scale. Track hiring velocity to catch teams right when they need onboarding, leadership and skills programs.
New rounds mean new headcount and new people budgets. Reach a freshly funded company while it is building its L&D function, not a year after the check cleared.
A new Chief People Officer or Head of Learning almost always reviews training vendors. Catch the change early and be the first warm conversation on their desk.
New safety, security or regulatory mandates force fresh training. Spot the mandate in public and lead with the exact program the company now has to run.
Prefer to work in Claude?
BeReach runs as a connector inside Claude and Claude Cowork. Ask in plain language and it prospects, qualifies, and drafts your outreach, with every send waiting for your approval. See the Claude connector.
BeReach reads the public web in real time, across job boards, funding data, leadership announcements and compliance news, then cross-references them to surface companies that are about to invest in training. Each qualified account arrives with the named L&D or People leader and how to reach them, so you skip the generic training@ inbox.
Fast hiring and volume onboarding, fresh funding, a new Chief People Officer or Head of Learning, a merger or reorg, and new compliance mandates. BeReach watches all of these in public and scores each account against your ICP, so only teams with a real trigger reach you.
Legacy lists refresh slowly and index firmographics, not intent, so they miss the exact moment a company starts scaling headcount or names a new people leader. BeReach searches the real-time sources where those triggers show up first, so it catches accounts while the budget is still open.
Yes. Every account is built from public signals across the open web, cross-referenced and verified. There is no scraping behind a login and no private database, which is exactly why it catches fast-moving growth and leadership changes so well.
Yes, and that is the difference from a list tool. After the Finder surfaces accounts and the Qualifier scores them, the Reacher helps you open a warm conversation with the right People or L&D leader, referencing a real signal like a recent raise or hiring surge instead of a template.
Yes. Just describe what you want, like mid-market manufacturers with a new safety mandate and a named EHS lead, and the agent handles the combination of industry, size, leadership and trigger signals. No filters or boolean syntax to learn.
Usually under two minutes. Describe the accounts you want, the agent scans public sources, qualifies them against your ICP, and returns a list of companies with named L&D and People decision-makers ready to reach out to.
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Describe your ideal training buyer and let your agent find, qualify, and reach the L&D leaders behind it.
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