Complete Sales Scripts

Script 1: First-Time Outreach to Prospective Client

Gatekeeper:

"Hi, this is [Name] from [Agency]. I specialize in staffing for [industry] companies in [area]. Could you tell me who handles workforce and hiring decisions at your location?"

Decision-Maker (opening 10 seconds):

"Hi [Name], this is [Your Name] from [Agency]. I noticed [Company] has posted [X] [role type] positions recently. I specialize in placing [role type] for [industry] companies in [area], and I wanted to ask how your current hiring process is working during this push."

Discovery questions:

Close:

"It sounds like speed and reliability are your top priorities. We specialize in same-day placement for [industry] with a [X]-hour guarantee. Would it make sense to spend 15 minutes next week exploring how we could support your team?"

Script 2: Follow-Up Call After Email

"Hi [Name], this is [Your Name] from [Agency]. I sent you an email last week about how we helped [Similar Company] reduce their time-to-fill by 60%. I am following up because I think there could be a real fit with what you are building at [Company]. Do you have 2 minutes, or should I try you later today?"

If they say now is not a good time:

"I completely understand. When would be a better time to connect? I will make it brief — I promise 5 minutes, not 30."

Script 3: Call After LinkedIn Connection

"Hi [Name], this is [Your Name]. We connected on LinkedIn recently — I am the staffing specialist for [niche] in [area]. I have been following your company's growth and wanted to reach out personally. Are you open to a brief conversation about how we support [industry] companies with their hiring? No obligation — just an exchange of ideas."

Script 4: Reactivation Call to Dormant Client

"Hi [Name], this is [Your Name] from [Agency]. We worked together [timeframe] ago, and I know things have been quiet on our end. I am calling because we have made some significant improvements to our service — [specific improvement] — and I wanted to see if there might be an opportunity to support you again. Are you currently handling all staffing in-house, or would it be worth a brief conversation?"

Script 5: Referral Partner Outreach Call

"Hi [Name], this is [Your Name] from [Agency]. I was referred to you by [Mutual Contact]. I specialize in staffing for [niche] in [area], and I am building a network of trusted partners who serve the same employers. When your clients mention hiring challenges, I would love to be the person you introduce. In return, I regularly refer my clients who need [their service]. Would you be open to a brief call to explore how we could support each other?"

Template 1: Triggered by Job Posting

Subject: [Company] hiring [role] — quick question

Hi [Name],

I noticed [Company] posted [X] [role] openings this week. I specialize in placing [role type] with [industry] companies in [area], and we just helped [Similar Company] staff [X] [role type] in [timeframe].

Quick question: how is your team handling the volume of open positions right now? Are you bringing on a staffing partner, or handling all hiring in-house?

If staffing support would be helpful, I would love to share how we have helped similar companies. No obligation — just a brief conversation.

Best,

[Your Name]

[Agency] | [Phone] | [Website]

Template 2: Triggered by Company Expansion

Subject: [Company] expansion — staffing support?

Hi [Name],

Congratulations on [Company]'s recent expansion [specific detail if known]. Growth is exciting, but I know it also creates urgent hiring pressure.

We specialize in rapid-deployment staffing for [industry] companies. When [Similar Company] opened their second location, we staffed their initial team of [X] workers in [timeframe], letting them focus on operations while we handled hiring.

If you are anticipating hiring needs from the expansion, would it be worth a brief call to discuss how we could support?

Best,

[Your Name]

[Agency] | [Phone]

Template 3: Value-First Email

Subject: Free [resource] for [industry] employers

Hi [Name],

I put together a brief [salary guide / compliance checklist / hiring template] for [industry] employers in [area]. It covers [specific topic] based on data from [X] recent placements.

No pitch — just thought it might be useful given your role at [Company].

You can download it here: [link]

If you find it helpful and want to discuss staffing strategies for [Company], I am happy to chat. Either way, hope the resource is useful.

Best,

[Your Name]

[Agency]

Template 4: Breakup Email

Subject: Should I close your file, [Name]?

Hi [Name],

I have reached out a few times about staffing support for [Company] and have not heard back. I do not want to be a nuisance, so this will be my last email unless I hear from you.

If staffing is not a priority right now, I completely understand. If things change down the road, I will be here.

Best of luck with your hiring goals,

[Your Name]

[Agency] | [Phone]

Template 5: Referral Request to Existing Client

Subject: Quick favor — do you know anyone hiring [role type]?

Hi [Name],

I hope [Worker Name] continues to exceed expectations at [Company].

I am looking to connect with other [industry] companies in [area] who are hiring [role type]. Do you know any operations managers or HR leaders who might benefit from the same level of service you are receiving?

I would be grateful for any introductions. As always, our referral program means [X benefit] for any successful referral.

Thanks for your continued partnership,

[Your Name]

Script 6: Full Discovery Call Framework

Opening (2 minutes):

"Thank you for taking the time today, [Name]. My goal in our conversation is to understand your current hiring process, your biggest workforce challenges, and what you are looking for in a staffing partner. Then I can share how we might be able to help. Does that work for you?"

Current State Questions (10 minutes):

Pain Discovery Questions (10 minutes):

Desired Future Questions (10 minutes):

The Bridge (5 minutes):

"Based on what you have shared, it sounds like [speed, quality, retention] is your top priority, and the cost of [unfilled positions, bad hires, overtime] is significant. We specialize in [relevant capability]. Would it be helpful if I put together a tailored proposal based on what we discussed?"

Script 7: Short Discovery Call (15 minutes)

"Hi [Name], thanks for making the time. I know you are busy, so I will be direct. I work with [industry] companies to solve three problems: slow time-to-fill, poor worker retention, and hidden staffing costs. Which of those, if any, resonates most with what you are experiencing right now?"

[Let them answer. Dig into their top issue with 2-3 follow-up questions.]

"Based on what you have shared, I think we can help. I would like to prepare a brief proposal tailored to your situation. Can I send that over by [day], and then follow up with a 10-minute call to answer any questions?"

Script 8: "Your rates are too high."

"I appreciate you sharing that. Help me understand — when you evaluate staffing costs, are you looking at the markup percentage or the total cost per successful placement? Because our clients find that our higher retention rate actually reduces their total cost even with a higher markup. Let me show you the math."

[Present total cost comparison showing replacement costs, overtime savings, and productivity impact.]

"If we can demonstrate a lower total cost of ownership, would you be open to a trial placement?"

Script 9: "We are happy with our current agency."

"That is great to hear — a strong staffing partnership is valuable. I am not here to disrupt what is working. I am curious, though: do you have a backup partner for overflow, specialized roles, or if your primary agency cannot fill a critical order? Many of our best clients started using us as a secondary partner and eventually expanded the relationship. Would it make sense to have us on standby for those situations?"

Script 10: "We do all our hiring in-house."

"I respect that. Many of our best clients started the same way. I am curious — what happens during your peak seasons or when you have unexpected turnover? Does your HR team ever get overwhelmed? We specialize in those exact situations — providing rapid support without replacing your in-house process. Many clients use us as an overflow safety net. Would that be valuable for [Company]?"

Script 11: "We had a bad experience with a staffing agency before."

"I am sorry to hear that. Unfortunately, that story is more common than it should be in our industry. Can you share what went wrong? [Listen carefully] That is exactly why we structured our service differently. We offer [specific guarantee, check-in process, replacement policy] specifically to prevent that situation. Would you be open to a trial placement to experience the difference? No long-term commitment."

Script 12: "We need to think about it."

"Absolutely — this is an important decision. So I can be helpful when we speak next, what specifically do you need to think through? Is it the pricing, the terms, or something about our process? I want to make sure I address your concerns directly rather than leave you guessing."

Script 13: "Send me your rates."

"I would be happy to share our pricing, but I want to make sure I give you something relevant rather than a generic rate sheet. Our markup varies based on [role complexity, volume, service level]. If I can ask two quick questions about what you are hiring for, I will send you a tailored proposal within the hour. Fair?"

Script 14: Solution Presentation Opening

"Thank you for inviting me in today, [Name]. During our discovery call, you shared three key challenges: [recap in their words]. What I am going to show you today is exactly how we solve those specific problems for [industry] companies like yours. This is not a generic capabilities deck — this is a tailored recommendation based on your situation."

[Present problem, cost of inaction, solution, proof, investment, next steps.]

"Any questions before we talk about getting started?"

Script 15: Trial Placement Pitch

"I know signing a 12-month agreement feels like a big commitment. What if we remove the risk entirely? Let's start with one placement — a 30-day trial. If you are not completely satisfied, there is no obligation to continue. But I am confident that once you experience our [speed, quality, communication], you will see the difference. Can we start with a trial placement for [specific role]?"

Script 16: The Assumptive Close

"Once we get the agreement signed, I can have candidates to you by [day]. Should I coordinate with your operations manager or HR lead for onboarding?"

Script 17: The Alternative Close

"Would you prefer to start with our Professional tier at [X]% markup, or would the Express tier at [Y]% markup work better for your initial trial?"

Script 18: The Urgency Close

"I have three pre-qualified [role type] available right now. If we get the agreement signed today, I can have them start [day]. Otherwise, I will need to place them with another client. Should I prepare the paperwork?"

Script 19: The Summary Close

"Let me summarize what we have discussed. You need [role type] who can start quickly, stay long-term, and perform reliably. We guarantee [specific commitment]. Your investment is [price]. The next step is signing the service agreement, and I can have candidates to you within [timeframe]. Does that sound like the right path forward?"

Script 20: First Contact with Applicant

"Hi [Name], this is [Your Name] from [Agency]. I received your application for the [Position] role at [Client]. Congratulations on taking the first step — I think this could be a great fit. I have about 10 minutes to tell you more about the position and learn about your background. Is now a good time?"

[If yes, proceed with phone screen.]

[If no, schedule a specific callback time.]

Script 21: Passive Candidate Outreach

"Hi [Name], this is [Your Name] from [Agency]. I came across your profile and was impressed by your experience in [specific skill]. I specialize in placing [role type] with top employers in [area], and I have a [specific role] that I think could be a great next step for your career. I would love to tell you more — do you have 5 minutes, or should I call you back at a better time?"

Script 22: Referral Candidate Call

"Hi [Name], this is [Your Name] from [Agency]. [Referring Worker] recommended you highly for our [Position] role at [Client]. They said great things about your [specific skill]. I would love to learn more about your background and tell you about this opportunity. Do you have about 10 minutes?"

Script 23: Re-Engaging Past Candidate

"Hi [Name], this is [Your Name] from [Agency]. We spoke [timeframe] ago about a [role] position. Things did not line up at the time, but I remembered our conversation because of your [specific skill/experience]. I have a new opportunity that I think is a much better fit for you. Do you have a few minutes to hear about it?"

Script 24: Pre-Assignment Confirmation Call

"Hi [Name], this is [Your Name] from [Agency]. I am calling to confirm your assignment tomorrow at [Client]. Here is everything you need to know:

Do you have any questions? And [Name], please save my number — if anything comes up tomorrow morning, call me directly. I am here to support you."

Script 25: Day-One Check-In Call

"Hi [Name], it is [Your Name] from [Agency]. I wanted to check in after your first day. How did everything go?"

[Listen carefully. Address any concerns immediately.]

"I am so glad to hear it went well. Remember, if anything comes up — any questions, concerns, or issues — call me directly. I will check in with you again [day]. Have a great rest of your day!"

Script 26: Weekly Check-In Script

"Hi [Name], it is [Your Name]. Just doing my weekly check-in. Three quick questions:

[Listen and document. Address any issues.]

Also, do you know anyone else who might be looking for work? Our referral bonus is $[amount] if you refer someone who completes [X] hours."

Script 27: Post-Placement Client Check-In

"Hi [Name], this is [Your Name] from [Agency]. [Worker] started with you [timeframe] ago, and I wanted to check in. How are they performing so far?"

[Listen. Gather specific feedback.]

"I appreciate the feedback. I will share that with [Worker] — [specific praise or coaching point]. Is there anything else I can do to make this placement even more successful?"

Script 28: Quarterly Account Review Call

"Hi [Name], it is [Your Name]. I wanted to schedule our quarterly business review. I have put together some data on our performance this quarter — placements, retention rates, time-to-fill trends — and I want to get your feedback on how we are doing. I also want to hear about your hiring plans for next quarter so we can prepare. Would [day/time] work for a 30-minute call?"

Script 29: Expansion Conversation

"Hi [Name], it is [Your Name]. I was thinking about [Company] today. We have had great success staffing your [department/location]. I know you also have [other department/location] — are they handling staffing in-house, or could we support them as well? I would love to extend the same level of service to your whole operation."

Script 30: Service Issue Recovery Call

"Hi [Name], this is [Your Name]. I heard about the issue with [Worker/Situation], and I want you to know I take full responsibility. Here is what happened: [brief explanation]. Here is what we are doing to fix it: [specific actions with timeline]. And here is what I am doing to make sure it does not happen again: [prevention measure].

I value our partnership, and I am committed to earning back your trust. Would you be open to giving us one more opportunity to demonstrate the level of service you deserve?"

Script 31: The Temp-to-Perm Conversion Conversation

"Hi [Name], I wanted to check in about [Worker Name]. They have been with you for [X weeks] now. How are they performing?"

[Listen. If positive feedback:]

"It sounds like [Worker] has really become an asset to your team. A lot of our clients in your situation choose to convert strong temps to permanent status. It eliminates the uncertainty of external hiring and locks in someone who already knows your operation.

We can structure the conversion a couple of ways. We can do a direct conversion at [X]% of salary, which is significantly less than a traditional placement fee. Or, if you want more evaluation time, we can extend the temp period with a reduced conversion fee at [Y weeks]. Which approach feels right for your team?"

Script 32: Handling Conversion Fee Objection

"I understand the fee feels like an added cost. Let me put it in perspective. A traditional direct hire placement at 20% of salary for this role would cost you $[amount]. Our conversion fee at [X]% is $[lower amount]. And with our model, you have already had [X weeks] to evaluate [Worker]'s performance, work ethic, and fit — something no traditional placement can offer.

Compare that to the cost of a bad hire: recruiting, training, lost productivity, and rehiring can easily reach 50-150% of annual salary. You are paying for certainty at a discount. Does that reframing help?"

Script 33: Direct Hire Placement Pitch

"Hi [Name], I know [Company] has been using us for temporary staffing, and that has been working well. I also wanted to mention that we offer direct hire placement for your permanent positions. For roles like [specific role], a direct hire might be more cost-effective than long-term temp billing.

Our fee is [X]% of first-year salary with a [X]-day guarantee. If the candidate does not work out during that period, we replace them at no additional cost. I have [X] pre-qualified candidates for [role type] right now. Would you like to see their profiles?"

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