Recruiter Cold Calling Script
The exact cold calling script recruiters use to source passive candidates. Includes openers, objection handlers, and referral asks that convert 18% of conversations.
1The Opener
Hi, is this {{candidate_name}}?
Hey {{candidate_name}}, this is {{your_name}}—I'm a recruiter with {{your_company}}. Do you have a quick minute?
[If yes, continue. If no, ask for a better time.]
Great. I'll be quick. I came across your profile and your background in {{their_specialty}} really stood out. I'm working on a {{role_type}} role with {{client_company_description}} that I think could be a great fit for you.
I'm not sure if you're even looking right now, but I'd love to share the opportunity and get your thoughts. Sound fair?2Discovery & Pitch
So here's the quick overview: The company is {{client_description}}. They're looking for a {{role_title}} to {{primary_responsibility}}.
What caught my attention about your background is {{specific_thing_about_them}}.
Before I go into more detail, I'm curious—what's your current situation? Are you open to hearing about new opportunities?
[LISTEN - Understand their current state]
And if you were to make a move, what would the ideal opportunity look like for you? What matters most?
[LISTEN - Salary? Culture? Remote? Growth? Location?]
Got it. Let me tell you a bit more about this role and you can tell me if it's interesting.
{{role_details}}
The compensation range is {{salary_range}}, plus {{benefits_highlights}}.
Based on what you're looking for, how does this sound?
[LISTEN - Gauge interest]
Here's what I'd suggest: let me send you the full job description and company info. If it looks interesting, we can schedule a quick call to go through it in more detail and, if you want to move forward, I'll present your profile to the hiring manager.
Does that work? What's the best email to send it to?
[GET EMAIL]
One more thing—even if this particular role isn't right for you, would you be open to me keeping you in mind for future opportunities? And do you know anyone else in your network who might be interested in something like this?3Objection Handlers
Click an objection to see the response. Practice these until they're automatic.
Your Response
I totally respect that. Most of the best candidates aren't actively looking. But can I ask—if the perfect opportunity came along, would you at least want to know about it? [If yes] That's why I called. This one's pretty compelling. Let me send you the details—no pressure to apply, just take a look.
4Closing Options
Let me send you the full job description. What's your preferred email?
Can we schedule a quick 15-minute call this week to go through the details?
I'd love to present your profile to the hiring manager. Would you be open to that?
Let's do this—I'll send you the info today, you review it, and we can chat tomorrow if you're interested. Sound good?
Voicemail Script
Hi {{candidate_name}}, this is {{your_name}} with {{your_company}}.
I came across your profile and I'm working on a {{role_type}} opportunity that I think could be a great fit for your background in {{their_specialty}}.
I'd love to share the details with you. Can you give me a call back at {{your_phone}}? Again, that's {{your_phone}}.
Talk soon!Variables to Customize
{{candidate_name}}The candidate's first name{{your_name}}Your first name{{your_company}}Your recruiting firm name{{their_specialty}}Their area of expertise{{role_type}}Type of role (e.g., 'senior engineering', 'product leadership'){{role_title}}The specific job title{{client_company}}The hiring company name (if shareable){{client_company_description}}Brief description (e.g., 'a fast-growing fintech startup'){{client_description}}More detailed company description{{primary_responsibility}}Main function of the role{{specific_thing_about_them}}What stood out in their profile{{role_details}}More details about the position{{salary_range}}Compensation range for the role{{benefits_highlights}}Key benefits (equity, remote, PTO, etc.){{source}}Where you found them (LinkedIn, GitHub, etc.){{your_phone}}Your callback numberPerfect For
- Agency recruiters sourcing candidates for client roles
- Corporate recruiters doing outbound sourcing
- Executive recruiters approaching passive candidates
- Tech recruiters reaching out to developers and engineers
- Recruiters building talent pipelines for future roles
- New recruiters learning to cold call candidates
Not Ideal For
- High-volume, low-touch recruiting (job board posting only)
- Recruiting for roles where candidates come inbound
- Very junior roles where candidates are actively applying
- Situations where confidentiality prevents sharing company name
- Roles with no salary information to share
Pro Tips
Research the candidate for 2-3 minutes before calling—mention something specific from their profile
Call during lunch hours or after 5pm—candidates are more likely to talk when not at their desk
Lead with what's in it for THEM, not what you need
If they're happy in their current role, ask what would make them leave—plant a seed
Always ask for referrals, even if the candidate isn't interested
Keep detailed notes on every conversation—you'll call them again for future roles
Follow up via email with the job description within 10 minutes of the call
Build relationships, not transactions. A 'no' today can be a 'yes' in 6 months.
Common Mistakes
Not personalizing the outreach—candidates can tell when you're reading a script
Being pushy when they say they're not looking
Refusing to share salary range upfront—it wastes everyone's time
Not asking about their job search criteria before pitching the role
Forgetting to ask for referrals
Calling without knowing anything about their background
Overselling the role and underdelivering
Not following up after the call
Practice Exercises
Role-play candidate calls with different scenarios (happy in role, actively looking, skeptical)
Practice explaining a role in 30 seconds or less
Drill objection responses until they feel conversational, not scripted
Practice the referral ask—it should feel natural at the end of every call
Record yourself and listen for rapport-building moments
Practice pausing and listening instead of filling silence
Tone & Delivery
Friendly, professional, and genuinely curious about their career. You're not selling a job—you're exploring whether this could be a good mutual fit. Be honest about the role, the company, and the process. Candidates appreciate transparency. Don't be salesy. If they're not interested, accept it gracefully and keep the door open for future opportunities.
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