Outbound play
Remote hiring call script
You are calling companies that posted a remote-friendly role and are still hiring. You are not selling the placement on this call. You are selling one thing: a short meeting. Confirm the role is open, get to the person who owns the hire, give them just enough reason to be curious, and book the time.
Say the lines like a person, not a pitch. Get their number before you give yours. Never pitch someone who cannot say yes. Every beat points at the meeting.
The one objective: book the meeting. Not the placement, not the price, not today. Everything on this call is in service of getting the email and locking the time.
01
Confirm the role is real
01Open and confirm the role is live
Light and quick, like you are just checking. You are not selling yet.
"Hi, this is Madison. Quick question, are you still hiring for the [role] position?"
Still open"Great." Go straight to who owns the hire.
Already filled"Got it. Do you hire for roles like that pretty often? I may be able to help down the line." Note it, be friendly, move on.
"Who's this?""It's Madison, I came across your [role] posting. Are you still looking to fill it?"
02Get to the person who owns the hire
Do this before you pitch anything. If they cannot say yes, you are wasting the pitch.
"Perfect. Are you the one handling the hiring for that role, or is that someone else?"
It's themKeep going to beat 3.
Someone else"No problem, who would be the best person to talk to about it?" Get a name. Ask to be put through, or for the best time and number to reach them. Even if you do not get through, you now have a name for the follow-up.
Gatekeeper"Totally get it. It is a two minute question only the person doing the hiring can really answer. Is the owner around, or when is a good time to catch them?"
Why: the whole call bends on this. Pitching the wrong person burns the lead and your time. A name is a win even when the call ends here.
03Who we are
Short. You are earning the next 20 seconds, not giving the whole story.
"So the reason I'm reaching out, I'm with Staffify. We fill remote roles just like this one with vetted talent, and our people sound like they are right here in the States. We've done it for over a thousand companies."
Why: the "sounds like they are in the US" line and the thousand-companies proof do the heavy lifting. Say it and stop. Do not monologue.
04The number
Get their rate first, then position against it. This should feel like a normal question and it should come up early, not at the end.
"What rate are you hiring that role at right now?"
React to their number, every time
"Oh, wow. That's quite a bit."
Whatever they say, high or low, you react the same way. It quietly frames what they are already spending as a lot, before you ever drop your number. Let it land for a beat, then position.
Then position against it
"Most of our clients end up filling the exact role they are advertising for 30 to 60 percent less than what they have it posted at. Our average client pays us about $12.90 an hour, all in."
They push on priceTie it to the role, not the hour. "For about what one local hire costs you, you could staff the whole function. Same work, different labor market."
Why: the 30 to 60 percent only lands once you know what they are paying, so ask first. The real cost driver is the labor market, not cutting corners, and that is the honest reason the number works.
05Sell the meeting
This is the whole point of the call. You are not closing the placement today. The example profile is how you earn the email, and the email is how you lock the meeting.
Offer the profile to get the email
"Here is what I'd love to do. Let me send you a profile of someone we just placed in a role like yours, so you can see the exact caliber of person we put into businesses. What's the best email for you?"
Then book the time
"Perfect, sending that over now. Let's also grab 15 minutes this week so I can walk you through how we'd fill your [role] specifically. Does earlier or later in the week work better?"
Overseas nerves"Totally fair, and that is exactly what the 15 minutes is for. You'll see how we vet and manage it, and every placement is backed by a lifetime replacement guarantee, free if it is ever not a fit. Worth a look?"
"Just email me""Done, that profile is on its way. Let's still put 15 minutes on the calendar so it does not get lost in your inbox, I'll walk you through it live."
Why: the profile earns the email, the email earns the meeting, and the meeting is where the deal actually happens. Do not try to close the placement on this first call. Leave with a booked time and the best email.
Objections, fast
"We hire in-house / US only."
"Makes sense, a lot of our clients felt the same way until they saw the work. Would you be open to meeting one candidate, no commitment?"
"How's the quality?"
"We screen 150 to 250 people per role and you only meet the top 3, after a paid skills test on real work. Attrition is under 8 percent, and if anyone is ever off, we replace them free, for life."
"That sounds too good to be true."
"Fair. The reason the number works is the labor market, not corner cutting. Same work, and we back every placement with a lifetime replacement guarantee."
"Just send me info."
"Happy to. I'll send you a profile of someone we just placed so you can see the caliber, what's the best email? And let's put 15 minutes on the calendar to walk through it, so it does not get lost in your inbox."
"We are not hiring anymore."
"No worries at all. When you are, roles like this one are exactly what we fill. Mind if I check back in a few weeks?"
Rules, every call
- The objective is the meeting. You are not closing the placement on this call.
- Confirm the role is actually open before anything else.
- Find the person who owns the hire before you pitch. Wrong person, get a name and move on.
- Get their advertised rate before you give a number, then react like it is a lot.
- Offer the example profile to earn the email, then book the time.
- Sell the meeting, not the hourly seat. The placement gets sold in the meeting.
- End every call with a booked meeting, or at least the email and a named person to chase.
How to train on it
Run it, then listen back
Read the five beats out loud until they sound like you, not like a page. Then make live calls and pull your recordings in Outreach Proof to hear where you rushed, where you pitched too early, and where you forgot to ask who owns the hire.
Before every call, get the Dialer and this script open side by side. The moment a call goes well, log it and book the meeting on the spot.
