Staffing Agency Cold Calling Script
The exact cold calling script staffing agencies use to land new employer clients. Includes openers, objection handlers, and closing techniques that convert 9% of calls.
1The Opener
Hi, this is {{your_name}} with {{your_company}}. I'm trying to reach whoever handles hiring for {{role_type}} positions—would that be you?
[If transferred or confirmed:]
Great, thanks for taking my call. I'll keep this brief. The reason I'm calling is we specialize in placing {{specialty}} talent, and I noticed {{their_company}} might have some hiring needs in this area.
I'm not sure if you're actively looking right now, but do you have 60 seconds for me to share how we've helped similar companies?2Discovery & Pitch
Perfect. So we're a {{agency_type}} staffing firm that focuses on {{specialty}}. What makes us different is {{differentiator}}.
We work with companies like {{reference_client_1}} and {{reference_client_2}}, helping them fill {{role_types}} roles. Our average time-to-fill is {{time_to_fill}}, and our placement retention rate is {{retention_rate}}.
I'm curious—what does your hiring situation look like right now? Are there any positions you're trying to fill?
[LISTEN - Understand their current needs]
[If they have needs:]
Got it. Tell me more about the {{role}} you're hiring for. What's been the challenge in filling it?
[LISTEN - Understand their pain]
That makes sense. We've seen that a lot with {{specialty}} roles. Here's what we could do—I can send you 2-3 qualified candidates within {{timeframe}} for you to review. No commitment to interview anyone, but at least you'd see the quality of talent we work with.
Would that be helpful?
[If they don't have immediate needs:]
I understand. When you DO have hiring needs for {{specialty}} roles, what's your typical process? Do you work with agencies, or do you mostly hire in-house?
[LISTEN]
Got it. Well, let me leave you with my info in case something comes up. We have a strong network of {{specialty}} candidates, and when you need someone quickly, we can usually present qualified options within {{timeframe}}.
Can I send you a quick email with some info about our firm? What's the best address?3Objection Handlers
Click an objection to see the response. Practice these until they're automatic.
Your Response
I understand. When do you typically ramp up hiring? [Listen] Got it. What I'd suggest is this—let me send you some info about our firm so you have it when the need arises. We can also have a quick intro call to understand your requirements so we're ready to move fast when you are. Would that be valuable?
4Closing Options
Can I send you 2-3 qualified candidates for your open {{role_type}} role? No commitment—just take a look.
Let's schedule a 15-minute call to go over your hiring needs in more detail. How's {{day}} at {{time}}?
What I'd like to do is add you to our priority client list so when we source strong {{specialty}} candidates, we reach out to you first. Sound good?
Can I get your email to send over some info about our firm and a few sample candidate profiles?
Voicemail Script
Hi, this is {{your_name}} with {{your_company}}.
We're a staffing firm that specializes in {{specialty}} talent. I'm reaching out because we've helped companies like {{reference_client}} fill {{role_types}} roles in {{timeframe}}, and I thought there might be potential to help {{their_company}} as well.
I'd love to learn about your hiring needs. You can reach me at {{your_phone}}. Again, that's {{your_phone}}.
Thanks—have a great day!Variables to Customize
{{your_name}}Your first and last name{{your_company}}Your staffing agency name{{their_company}}The prospect company name{{specialty}}Your recruiting specialty (e.g., 'IT', 'healthcare', 'accounting'){{role_type}}Type of roles you place{{role_types}}Multiple role types you fill{{agency_type}}Type of agency (e.g., 'full-service', 'contingency', 'executive search'){{differentiator}}What makes your agency different{{reference_client_1}}First client reference{{reference_client_2}}Second client reference{{reference_client}}Reference client for voicemail{{time_to_fill}}Your average time to fill positions{{retention_rate}}Your placement retention rate{{timeframe}}How quickly you can present candidates{{fee_structure}}Your fee model (contingency, retained, temp-to-perm){{percentage_or_rate}}Your standard fee rate{{savings_stat}}Average savings for clients{{your_phone}}Your callback numberPerfect For
- Staffing agency sales reps prospecting new employer clients
- Business development managers at recruiting firms
- Staffing firm owners building their client base
- Account managers looking to expand relationships
- New staffing sales reps learning prospecting
- Agencies entering new markets or specialties
Not Ideal For
- Agencies with no track record or client references
- Very small companies that rarely use agencies
- Markets where agencies are prohibited or uncommon
- Highly transactional staffing (high volume, low margin)
- Companies under exclusive contracts with competitors
Pro Tips
Research the company before calling—check their careers page for open positions
Call into HR, but also try hiring managers directly for specific departments
Timing matters—Q1 and Q4 are often slower; Q2 and Q3 see more hiring
Position yourself as a specialist, not a generalist. Specialists command higher fees.
Offer to send candidates 'on spec' to demonstrate your talent pool
Keep in touch even when they're not hiring—be top of mind when needs arise
Ask about their biggest hiring challenges, not just current openings
Track job postings at target companies and call when you see new roles
Common Mistakes
Calling without knowing anything about the company or their hiring needs
Leading with your agency instead of the value you provide
Not having specific metrics (time-to-fill, retention rate) ready to share
Giving up after the first 'no'—persistence pays in staffing sales
Not asking for referrals to other hiring managers or companies
Failing to follow up consistently
Competing solely on price instead of value
Not differentiating from other agencies
Practice Exercises
Role-play calls with different scenarios (active hiring, not hiring, bad agency experience)
Practice explaining your differentiator in 15 seconds or less
Drill the 'we already have an agency' objection until you can handle it smoothly
Practice the referral ask at the end of every call
Time your opener—it should be 30 seconds or less
Practice asking probing questions about their hiring challenges
Tone & Delivery
Confident and consultative, not pushy. You're a talent advisor, not a vendor. Focus on their challenges, not your services. Be persistent but respectful—staffing sales requires multiple touches. Build relationships for the long term; today's 'no' can be next quarter's 'yes.' Show that you understand their industry and hiring challenges.
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