LOOYS / RESPONDENT RECRUITMENT

Respondentrecruitment.Even hard-to-reach.

B2C, B2B and B2G — from consumers and users to founders, C-level executives, public-sector stakeholders and rare industry experts. Find the right people, verify their fit and coordinate their participation.

  • Mainstream and hard-to-reach audiences
  • Your screener, quotas and approval process
  • A full recruitment project or one difficult quota
Build your brief
PEOPLE / RESEARCHExample profile

The right people.
The right context.

SOURCING CRITERIA02 / 03
ROLE AND RESPONSIBILITY

Finance leader

Enterprise · Fintech

01

Involvement in selecting a solution

02

Budget responsibility

03

Relevant hands-on experience

Profile → Screening → Approval

A job title is only the start.

Verify the person’s role in selecting, purchasing and using a product.

B2C / B2B / B2GOnline and in personFrom mainstream quotas to executive sourcing
RECRUITMENT / LOOYS

More than contacts.
Your research participants.

Respondent recruitment means finding participants for a specific research question. We refine the profile, assess feasibility, build a sourcing strategy, screen candidates and support them through interviews or testing. We work with research agencies, product teams, businesses and public-sector organizations.

Audiences
B2C · B2B · B2G
Seniority
Users · experts · C-level
Project starting price
from $1,190What shapes the budget

Recruitment plan, timing and terms are agreed after assessing profiles and quotas.

01 / WHO WE RECRUIT

Three segments.
The full depth of your audience.

B2C

Buyers. Users. People.

Build a sample around actual experience, behavior and product-choice context, with the right balance of demographic characteristics.

  • Mainstream consumers and specific consumer segments
  • Young adults, families with children and people at different life stages
  • High-income consumers and premium-category buyers
  • Current, new, lapsed and prospective customers
  • Users of a particular product, service or app
  • Competitor customers, non-buyers and niche-category consumers

What we clarify

Age, geography, household, income, purchases, usage frequency, devices, customer experience and category involvement.

Describe this audience
B2B

From practitioners to business owners.

Find people with the right role, responsibility and practical experience. Distinguish users, initiators, procurement teams, influencers and final decision-makers. From microbusinesses and SMEs to large enterprises.

  • Owners, founders, entrepreneurs, sole traders and company leaders
  • CEO, COO, CFO, CMO, CTO, CIO, CPO, CDO, CBDO, CAIO, CSO
  • C-1 / C-2 executives, functional directors, heads and team leads
  • Decision-makers and buying committees: procurement, finance, IT, security and process owners
  • Specialist practitioners, engineers, developers, integrators and dealers
  • Industry experts, consultants, opinion leaders and public or private-profile professionals

What we clarify

Industry, company size, role, seniority, reporting line, budget responsibility, involvement in selection and implementation, and product or technology experience.

Describe this audience
B2G

Government and public-sector stakeholders.

Recruit people who understand how solutions are selected, procured, implemented or used in government and municipal settings. Define fit through actual responsibilities and experience, beyond job titles.

  • Representatives of federal, regional and municipal customers
  • Heads of departments, institutions, service areas and project teams
  • Procurement, contract-management and project-support specialists
  • Sponsors, project owners and users of public-sector information systems
  • Stakeholders in digital transformation, infrastructure and sector programs
  • Experts in affiliated institutions, state-owned companies and sector organizations

What we clarify

Organization level, function, jurisdiction, responsibilities, project role, procurement or implementation experience and ability to participate. We agree on the engagement format in advance.

Describe this audience
02 / EVERY LEVEL

From hands-on experience
to the final decision.

Job title, company and seniority are starting points. What matters is the work people do and the decisions they actually influence.

01

Owners and C-level

Accountability for strategy, budgets and business outcomes. Targeted sourcing and a process that respects a busy schedule.

02

C-1 / C-2 and managers

Functional directors, heads, team leads and process owners. Verify their scope of responsibility and involvement in decisions.

03

Practitioners and users

People who work with a product, equipment or process every day. Focus on specific tasks and recent hands-on experience.

04

Rare experts

A niche technology, a rare combination of criteria or experience in a particular company or industry. Build a tailored search map.

03 / DIFFICULT SAMPLES

The more specific the profile,
the more targeted the search.

When a standard panel, your database or broad outreach is insufficient, build a tailored strategy. Assess audience access at the start and discuss which criteria can be refined without weakening the research.

01

Mainstream sample

A clear profile and a broad candidate pool. Emphasis on quotas, sample balance, scheduling and screening quality.

02

Niche segment

Several intersecting criteria, a particular category, product or region. Combine channels and assess the feasibility of each quota.

03

Hard-to-reach audience

Executives, rare experts, public-sector stakeholders and users of complex solutions. Use targeted professional sourcing, referrals and personal invitations.

One rare profile is a valid project.

Hand over a difficult quota, a final-stage top-up or a particular role in a specific industry. Agree on the plan and responsibilities before starting.

Share the profile
04 / INDUSTRIES AND CONTEXT

Understand whose
experience you need.

01

Finance and fintech

Banking, payments, investments, insurance and asset management.

02

Technology and IT

B2B SaaS, DevTools, cloud, AI / GenAI, data, cybersecurity and enterprise software.

03

Telecom and infrastructure

Connectivity, data centers, equipment, integration and complex technology solutions.

04

Retail and digital commerce

E-commerce, marketplaces, retail media, FMCG, premium and niche categories.

05

Industry and engineering

Manufacturers, engineers, procurement teams, dealers, robotics, energy and transport.

06

Emerging and professional markets

Martech / Adtech, HR Tech, Agritech, Biotech, Greentech, education, design and creative industries.

07

Healthcare and professional services

Specialist physicians, clinic leaders, professional consultants and other niche practitioners.

08

Government and municipal solutions

Digital services, education, institutions, infrastructure and public-sector procurement.

05 / RESEARCH FORMATS

Find the right people
for your research method.

Preparing for an hour-long expert interview differs from taking a survey or a diary study. Account for duration, interaction format and participant requirements.

CustDev, JTBD and CJMUX / UI / CXBrand and communicationsMarkets, competitors and pricingHR and EVPIndustry and technology research
01

In-depth and expert interviews

One-to-one, online or in person. Participants with relevant experience who can discuss the topic in depth.

02

Focus groups

Group composition by quota, compatible participant profiles, shared scheduling, reminders and reserve participants.

03

UX / UI / CX testing

Real users, relevant devices and scenarios. Check technical readiness for the session.

04

Quantitative surveys

Sample planning, screener-based selection, duplicate and quality checks. Agree on sample size around the research goal.

05

Diary and longitudinal studies

Participation across multiple stages, instructions, support and ongoing engagement.

06

Ethnography, home and hall tests

Field context, location, product availability and practical participation requirements.

06 / SOURCING CHANNELS

Beyond a single list.
A route to your audience.

Combine channels around each profile. Executive sourcing relies on professional contact and experience verification; mainstream B2C relies on relevant reach and quota discipline.

01

Client-provided database

Work with your database and contact rules. Distinguish current, new and lapsed customers.

02

Targeted professional sourcing

Find a specific role in the right company type, industry and geography. Suited to executive and expert profiles.

03

Communities and professional platforms

Industry communities, public professional profiles, specialist platforms and relevant events.

04

Referrals and partner sourcing

Networking, referrals and partner channels extend the search where broad outreach is insufficient.

05

Social channels and targeted invitations

For B2C, choose channels around lifestyle, category and region; for B2B, around professional context.

07 / VERIFYING FIT

Verify experience.
Confirm the context.

You need people who fit the research profile and can genuinely answer your questions. Screening is adapted to the audience, method and risk of a mismatch.

01

Questionnaire and screening logic

Check mandatory criteria, exclusions and quotas. Do not coach candidates on the answers needed to qualify.

02

Live qualification

Clarify experience in messages or a call: what the person did themselves, in which context and how recently.

03

Role and responsibilities

For B2B and B2G, verify function and involvement in decisions, budgets, procurement or implementation against the agreed profile.

04

Evidence of fit

Where needed, agree on a professional profile, CV or other relevant evidence of experience.

05

Duplicate and quality checks

Check duplicates, inconsistent answers and excessive participation in similar studies. Define exclusions in the screener.

06

Readiness to participate

Confirm consent, format, language, duration, time slot and technical requirements.

08 / THE PROCESS

From the brief
to actual participation.

Each stage has a clear output: a profile, an approved candidate, a scheduled session or confirmed attendance. See which quotas are complete and where adjustments are needed.

  1. 01

    Brief and research question

    Agree on the goal, audience, method, sample size, geography, languages, timing and deliverables.

  2. 02

    Quotas and feasibility

    Distinguish essential and desirable criteria. Assess profile rarity, risks and sourcing channels.

  3. 03

    Screener and approval process

    Use your screener or help develop one. Agree on exclusions, evidence and recruitment statuses.

  4. 04

    Sourcing and initial invitation

    Launch sourcing, explain the study appropriately and establish willingness to participate.

  5. 05

    Qualification and approval

    Verify profile and experience. Share a candidate summary with screener responses.

  6. 06

    Scheduling and preparation

    Agree on a time slot, explain the format, check technical readiness and send reminders.

  7. 07

    Fieldwork, reserve and replacements

    Stay in touch with participants, track statuses and arrange replacements under agreed terms.

  8. 08

    Project close and reporting

    Record attendance, agreed incentives, quota outcomes and recommendations for the next wave.

09 / PARTICIPATION QUALITY

Finding someone
is only part of the work.

01

Beyond a job title

Verify the real role and hands-on experience, especially when multiple people influence a decision.

02

No-shows and schedule changes

Confirmations, reminders and recruiter contact. Reserve size and replacement terms are agreed at the start.

03

Relevance during the interview

If a participant does not meet the agreed profile, investigate the reason and apply the agreed replacement process.

04

Incentives without pressure

Account for time and participation effort. Never incentivize particular answers. Agree on an appropriate engagement format for corporate and public-sector participants in advance.

10 / WHAT YOUR TEAM RECEIVES

Clear status.
A documented sample.

Adapt candidate handover and reporting to your workflow, from concise summaries to screening files and fieldwork trackers.

  • An agreed screener, quotas and exclusion criteria
  • Participant summaries and screener responses
  • Candidate statuses: sourced, screening, approved, scheduled, participated
  • A schedule accounting for format, language and time zones
  • An agreed reserve and replacement process
  • A summary of recruitment, attendance and quota completion
11 / WAYS TO WORK TOGETHER

Your project.
The support you need.

Hand over the full recruitment project or strengthen your team where audience access becomes difficult. Agree on communication, approvals and stage ownership.

01

End-to-end recruitment

From refining criteria to scheduling, coordination and reporting. For teams that need one accountable recruitment partner.

02

One difficult quota

Support a rare profile, executives or a missing segment, including midway through fieldwork.

03

A partner for research teams

Work with your screener and approval process. White-label delivery and confidential collaboration under an NDA are available.

04

Repeat waves and ongoing projects

Help plan future waves, manage repeat-participation rules and maintain consistent screening standards.

12 / GEOGRAPHY AND LANGUAGES

Local detail.
International context.

Russia and its regions, Armenia, CIS countries, the USA and Europe. For international projects, assess audience access, language, time zones, sourcing channels and local participation requirements. Online studies broaden reach; in-person recruitment is planned around a specific venue and region.

RussiaArmeniaCISUSAEurope
13 / BUDGET AND TIMING

A budget for your audience.
A plan for your goals.

The same participant count can require very different recruitment effort. Assess the audience and constraints first, then agree on the work scope and schedule.

What affects cost

  • Profile rarity and intersecting criteria
  • Participant count, quotas and number of companies
  • Seniority, responsibility and audience availability
  • Geography, language and online or in-person format
  • Participation duration and incentives
  • Urgency, reserve, replacements and coordination scope
14 / YOUR BRIEF

Tell us whose
experience you need.

Outline the key parameters. We will transfer them to the inquiry so you can review the details and add your contact information.

If you do not have a screener yet

Describe your research question and intended audience. We can help identify essential criteria and define the profile.

You can refine the details in the next window before sending.

FAQ

More about recruitment

Who can you recruit for research?

B2C consumers and users, B2B specialists, managers, owners and C-level executives, industry experts and relevant public-sector stakeholders. Specific profiles and feasibility are assessed from the brief.

Do you recruit especially difficult or rare profiles?

Yes: rare combinations of criteria, top executives, niche technologies and specialist industry roles are in scope. Before starting, assess feasibility, timing and constraints, then agree on a sourcing plan.

How do you recruit for B2G studies?

Clarify organization type, function, responsibilities and the participant’s role in a project or procurement process. Agree in advance on participation format, information disclosure and practical arrangements.

How do you verify a candidate’s actual role?

Use a screener, messages or a qualification call to discuss tasks, experience, responsibility and decision involvement. Where needed, agree on relevant experience evidence and a candidate summary.

Can you use our screener and quotas?

Yes. Use your criteria, quotas, exclusions and approval process. If the profile is still developing, help clarify essential criteria and assess feasibility.

Can you help with just one quota?

Yes. Support one difficult segment, final-stage top-up or the full recruitment project. Agree on responsibilities and candidate handover before starting.

Can you work with our customer database?

Yes. Agree on the database, contact rules, screener and repeat-participation limits. Define which tasks your team handles and which Looys handles.

What happens if someone cancels or does not attend?

Stay in contact with participants and plan a reserve. Replacement reasons, timing and terms are agreed for the project, including cases of a confirmed profile mismatch.

How do you address repeat participants and duplicates?

Set rules on participation in similar studies, check duplicate profiles and inconsistent answers. Exclusion criteria depend on the method and research question.

How are participant incentives arranged?

Agree on incentive amount, format and payment process before invitations. These depend on audience, time and participation effort. Clarify organizational restrictions for corporate and public-sector participants in advance.

Do you offer international recruitment?

Yes, consider Russian- and English-language projects in agreed locations. Assess specific audience access, local requirements and timing from the brief.

Can you work under our agency’s brand?

Yes, white-label delivery, your screener and approval process, and an NDA are available. Define who communicates with the end client and how the study is introduced before starting.

How long does recruitment take?

Timing depends on profile rarity, sample size, geography and candidate availability. Mainstream quotas and executive sourcing require different plans. Agree on the schedule and milestones after reviewing the brief.

How much does recruitment cost?

Projects start from $1,190. This is not a per-participant price. Agree on the final budget, participant incentives, reserve and coordination scope around the brief.

Can you deliver the full research project?

Yes. In addition to recruitment, discuss interviews, focus groups, quantitative surveys, analysis and recommendations. Recruitment and research scope and pricing are separated in the proposal.

FROM PARTICIPANTS TO INSIGHTS

Need participants
and the research itself?

CustDev and in-depth interviewsHypotheses and motivationsFocus groupsModerated group discussionsQuantitative surveysMeasure opinions and preferences
LOOYS / LET’S PLAN YOUR SAMPLE

The most useful answer
starts with the right person.

Share the audience profile. We will assess the challenge, suggest a sourcing plan and prepare an estimate.