How to Handle:
“We need to hire first”
Companies often delay solution purchases until they have the right team in place. This objection indicates they see your solution as requiring dedicated personnel to implement or manage, which may or may not be accurate.
Why Prospects Say This
This objection usually signals one of two things: they think they need someone to manage your solution, or they want to hire an expert before making technology decisions. Both scenarios present opportunities to reframe how your solution fits into their plans.
Best Responses
The Staff Replacement Angle
“Interesting. What role are you looking to hire? I ask because many of our clients actually use us instead of making that hire. We often handle what that person would do at a fraction of the cost.”
Why It Works
Positions your solution as a hire alternative, not something requiring a hire. This can turn a timing objection into a cost-saving opportunity.
Best For
Solutions that automate or outsource work typically done by employees
The New Hire Enablement
“Makes sense. Here's something to consider—having a solution in place before the new hire starts actually accelerates their ramp time. They can learn the system instead of building it from scratch. Would that be valuable?”
Why It Works
Reframes the solution as an enabler for the new hire rather than something they need to manage. New employees are more productive with tools already in place.
Best For
Solutions that improve employee productivity and onboarding
The Timeline Reality Check
“Got it. How long do you expect the hiring process to take? In my experience, finding the right person can take 3-6 months. Is the problem you're hiring for something you can afford to wait on that long?”
Why It Works
Highlights the opportunity cost of waiting. Hiring is unpredictable, and delaying solutions while hiring extends the pain period.
Best For
When the pain point is significant and ongoing
The Pilot Before Hire
“That's a common approach. What if you started with a small pilot now? You'd have real data and processes in place for when the new person joins. They could scale what's working instead of starting from zero.”
Why It Works
Creates a foundation the new hire can build on. This also demonstrates value before the hiring decision is finalized.
Best For
Solutions that can start small and scale with team growth
Do's and Don'ts
Do This
- Understand what role they're hiring for and what that person will do
- Explore whether your solution could reduce or replace the need to hire
- Position your solution as something that helps new hires succeed faster
- Offer trials or pilots that don't require dedicated staff
- Connect with the hiring manager to understand their timeline and needs
Don't Do This
- Assume your solution requires a full-time person to manage
- Wait indefinitely for them to complete hiring—it often takes longer than expected
- Ignore the opportunity to be part of the new hire's onboarding
- Position your solution as 'another thing' the new hire will have to learn
- Lose touch during their lengthy hiring process
Follow-up Questions to Ask
“What role are you looking to hire, and what will they own?”
“How far along are you in the hiring process?”
“What would this person's first 90 days look like?”
“Is the hire a requirement for evaluating solutions, or a requirement for implementation?”
“How long has the role been open, and what's making it hard to fill?”
Industry-Specific Variations
“We're hiring a RevOps person to own this”
“RevOps hires are critical. Here's the thing—most RevOps people want to inherit tools, not build infrastructure from scratch. Having us in place makes the role more attractive and lets them focus on optimization, not setup.”
“We need to hire an engineer before we can implement this”
“I hear that a lot. What we've found is that our implementation team can handle 90% of the technical work. Your future engineer inherits a working system instead of a project. Would that change the timing?”
Pro Tips
- Hiring in competitive markets takes 3-6 months on average. Calculate the cost of waiting that long and share it with the prospect.
- If they're hiring for a role that would use your solution, offer to be part of the interview process. Candidates often appreciate knowing what tools they'll work with.
- Position your solution as something that makes the role more attractive to candidates. 'We already have X in place' is a selling point in job posts.
- Stay in touch during their hiring process. When the new person joins, be the first vendor they meet. New hires often make quick decisions.
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