Employers too small to be covered
Title VII and the ADA reach employers with 15 or more staff, the ADEA 20, the FMLA 50. Below those lines the federal statutes are simply out, and your intake team should not be the one working that out on the call.
Employment law
Exclusive employment law leads.
Screened against the criteria your firm sets and posted into your CRM in real time. We carry the marketing spend, so you pay for the leads that fit and nothing else.
- One firm per lead, never resold
- Bad and duplicate leads replaced
- Month to month, cancel anytime
Start here
Tell us what a good case looks like.
Two minutes. We come back with what a qualified employment law pipeline would look like for your firm, and what it would cost.
We integrate with your tech stack
Experiencing any of these challenges?
Most employment law leads are not a claim anyone can file.
Most firms have already paid a vendor for employment law volume. The calls came in and the signed cases did not follow. The issue was never how many inquiries arrived. It was that nobody checked whether there was a claim to file before they reached your intake team.
Firings past the filing window
An EEOC charge runs 180 days from the act, or 300 in a deferral state. A termination from three years ago reads exactly like one from last month on a contact form.
A grievance, but no adverse action
Employment campaigns pull in people who are angry about a manager and still in the job. That is a complaint for HR. It is not a matter your firm can file.
Contractors filed as employees
Somebody paid on a 1099 does not have the statutory claims unless the classification was wrong. That is a different matter, often a better one, and you want to know which before you dial.
Set the filters that rule all four of those out, and stop paying for the calls they generate.
Get qualified leadsTakes about a minute
Lead qualification
Every question a lead answers before you see it.
This is the intake form itself, not a description of one. Eleven questions for an employee and twelve for a contractor, of which the first can end it. Anybody it ends is never asked for a phone number, and nothing about them is stored, billed or sent to your CRM.
The employment law intake form11 questions · the first one can end it
- 01
Were you fired or let go from your job?
- Yes
- No, still employedends here
An adverse action is the whole basis of the claim. Somebody still in the job has a grievance, and a grievance is not a matter your firm can file. One tap sends them somewhere that can actually help, before the form has taken anything from them or from you.
- 02
When did that happen?
- Within the last 6 months
- 6 months to 2 years ago
- 2 to 3 years ago
- More than 3 years ago
An EEOC charge runs 180 days from the act, or 300 in a deferral state, and the state statutes run on their own clocks. Nothing is ruled out automatically here, because which deadline applies depends on the claim and the state. It is delivered as a filter you set instead.
- 03
What kind of company did you work for?
- A private company
- A government agency
- A union job
- Something else
This routes rather than qualifies. A public employer means notice requirements and a different procedure, and a union job usually means a grievance under the contract before anything else can happen.
- 04
How many people work there in total?
- 1 to 10
- 11 to 24
- 25 to 50
- 51 to 100
- 101 to 500
- More than 500
The strongest single qualifier in employment law, and nothing else on the form stands in for it. Title VII and the ADA reach 15 or more, the ADEA 20, the FMLA 50. Asked as headcount across every location, because that is the number the statutes count.
- 05
How were you paid there?
- Employee (W-2)
- Contractor (1099)
Two very different matters wearing the same clothes. A W-2 employee who was fired has the statutory claims. Somebody on a 1099 has them only if the classification was wrong, and the misclassification is then the case.
- 06
Was that work through any of these?
- Uber
- Lyft
- DoorDash
- Instacart
- and six more
- No, none of these
Asked of contractors and of nobody else, which is what makes twelve questions rather than eleven. The named platforms are the ones facing mass misclassification claims, so the answer tells your firm what kind of matter it is before anybody picks up a phone.
- 07
What is your ZIP code?
Five digits, and the state is worked out from it
Employment law is state by state, so this decides whose statutes apply and which of your offices is nearest. Asked as a ZIP rather than a list of fifty, because five digits on a keypad is faster than a picker wheel and everybody knows theirs.
- 08
How long did you work for them?
- Less than 6 months
- 6 months to 2 years
- 3 to 5 years
- 6 to 10 years
- More than 10 years
Tenure is what turns a firing into a number. Severance, accrued leave, vesting and the size of a back pay claim all scale with it, and under a year the FMLA does not apply at all.
- 09
What is your first name?
Then “And your last name?”, “What number can the attorney call?”, and “Last one: your email.”
The contact details are four steps, one field to a screen, which is why nine rows here cover eleven questions. Four boxes at once is the moment a form stops feeling like questions and starts feeling like a sign-up sheet, and it arrives where the person has least left to gain by continuing. Consent is recorded on the last of them, with the exact wording shown on screen, the time it was given, and the device it came from.
Only the first answer ends the form outright. Everything after it is a filter your firm sets, and what fails those filters is absorbed by our marketing budget rather than billed to you.
Headcount, timing, W-2 status and tenure are all yours to set. Tell us which answers you want and which you never want to see.
Get qualified leadsYour filters, agreed before launch
Lead quality
Most of what we generate is never sent to you.
That is intentional. Every inquiry is screened against your criteria before delivery, and the ones that fail are absorbed by our marketing budget rather than billed to your firm.
Get qualified leads01
GeneratedEvery campaign response
02
Screened62 of 100
38 rejected: still employed, employer under your threshold, wrong state
03
Verified34 of 100
28 rejected: outside your filing window, unreachable, duplicate
04
Delivered12 of 100
22 rejected: wrong employer size, wrong tenure, outside your criteria
Proportions are illustrative. Your criteria are agreed before launch, and anything that slips through is replaced at no cost.
What arrives with every lead.
- Name, phone and email
- One person who asked to be called, not a row bought from a list.
- ZIP code and state
- The state is worked out from the ZIP, so you know whose statutes apply and which of your offices is nearest.
- When they were let go
- In buckets: within the last 6 months, 6 months to 2 years, 2 to 3 years, or more than 3.
- Employer headcount
- Across every location, in bands from 1 to 10 up to more than 500. The line most of the federal statutes turn on.
- Employer type
- A private company, a government agency, a union job, or something else.
- W-2 or 1099
- And, for contractors, which platform the work was through.
- Length of service
- From less than 6 months through to more than 10 years.
- Consent record
- The exact wording they agreed to, the time they agreed to it, and the device it came from, stored with the lead.
- Campaign and source
- The channel, campaign and creative behind the inquiry, so a signed case traces back to the spend that produced it.
Side by side
What you are comparing us against.
The column on the right is what firms describe to us on the first call. If your current vendor does better than this on a row, say so and we will tell you straight whether we can beat it.
ExclusivitySystematic PartnersOne firm per lead, never resoldTypical lead vendorsSold to three or four firms at once
Who funds the campaignSystematic PartnersWe do. You pay per lead that fitsTypical lead vendorsYou pay a retainer whatever it produces
ScreeningSystematic PartnersEleven questions, headcount and W-2 status includedTypical lead vendorsA name and a phone number
Bad and duplicate leadsSystematic PartnersFlagged by you, replaced at no costTypical lead vendorsBilled anyway
DeliverySystematic PartnersInto your CRM in real time, never more than 24 hoursTypical lead vendorsA nightly batch or a spreadsheet
CommitmentSystematic PartnersMonth to month, stop whenever you likeTypical lead vendorsA term you are locked into
AttributionSystematic PartnersEvery lead traced back to its campaignTypical lead vendorsA monthly report you cannot check
If your current vendor beats us on a row, say so on the call and we will tell you straight whether we can beat it.
Get qualified leadsMonth to month, cancel anytime
Process
We cover your marketing.
We take on the media spend so your firm pays for qualified employment law leads instead of campaigns.
- 01
We cover your marketing
Meta, YouTube, Google and Reddit campaigns aimed at people who have been let go, funded by us rather than by your firm.
- 02
We qualify against your criteria
States, employer size, how long ago, tenure, W-2 or 1099. Set the filters and every inquiry is screened against them.
- 03
You receive qualified leads only
Delivered into your CRM as they come in, exclusive to your firm, rather than in a nightly batch.
- 04
We replace bad leads
Duplicates and anything outside your criteria are replaced at no cost to you.
- 05
We track everything
Full reporting, down to the campaign behind each case your firm signs.
Frequently asked
The questions firms actually ask.
Something specific to your states or your intake capacity? Bring it to the call.
What counts as a qualified employment law lead?
You decide. Before launch we agree the exact filters: the states you are licensed in, how long ago the firing was, how big the employer is, whether they were paid on a W-2 or a 1099, how long they were there, and the disqualifiers you never want to see. Every campaign is built around that definition.
Do you screen for employer size?
Yes, on every lead. Headcount across all locations is the first thing most employment statutes turn on, so it is asked as its own question and delivered as a band you can filter on. Set your own floor and anything under it is never sent to you.
Are the leads exclusive to our firm?
Yes. One firm per lead. Nothing is sent to a second firm at the same time and nothing is resold later.
How does pricing work?
Per lead. We fund the campaigns and your firm pays only for the leads that clear your criteria. Everything that fails screening is absorbed by our marketing budget and never reaches your invoice. The rate depends on your states and the volume you need, and single-state campaigns are harder to produce than nationwide ones, so scope and pricing are agreed with you in writing before anything launches.
What happens if a lead does not match our criteria?
Flag it and we replace it at no cost. Duplicates, wrong state, or anything outside what we agreed will not be billed to your firm.
How fast do leads reach us?
In real time, straight into your CRM, inbox or intake workflow, and never more than 24 hours after the inquiry. Speed is the point: an inquiry that sits in a queue overnight has usually already called somebody else.
Which systems do you deliver into?
Whatever your intake team already runs. If it accepts a webhook or has an API, connecting it takes minutes. The platforms above are the ones we post into most often.
Is there a contract?
No long-term commitment. It runs month to month and you can stop whenever you like. Volumes and pricing are agreed in writing before we start.
Talk to us
Tell us what a good employment law case looks like.
Tell us the states you are licensed in and how many employment cases your intake team can absorb, and we will show you what a qualified pipeline would look like for your firm.
Prefer email? contact@systematicpartners.io