Recruiting firms

You call two audiences who are not waiting for you: employed candidates and HR leaders solicited every day. This track adapts the cold call to both and adds what the SDR track does not cover.

Candidates who call back, clients who sign

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Your progress on this track

Rookie

0 XP · 300 XP to go to become Hunter

19 lessons · about 2.5 h · 4 stages of the SDR track, 2 dedicated lessons.

Who it is for · Consultants, researchers and business developers at recruiting, staffing and executive search firms.

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The SDR track stages to follow

In this order. Every stage ends with hands-on practice.

  1. Stage 1 · 0 %

    The SDR job

    What an SDR does, how the job is measured and what a day looks like.

    4 lessons · 24 min Start

  2. Stage 2 · 0 %

    Build your list

    ICP, persona, data sources, enrichment and clean numbers.

    3 lessons · 20 min Start

  3. Stage 3 · 0 %

    The cold call

    Prepare, open, get past the gatekeeper and own the first thirty seconds.

    6 lessons · 45 min Start

  4. Stage 4 · 0 %

    Discovery and listening

    The right questions, SPIN, MEDDIC, and real listening.

    4 lessons · 33 min Start

The lessons made for you

What the SDR track does not say, because your situation is different.

  1. 1

    Headhunting candidates by phone

    7 min · +60 XP
  2. 2

    Sign clients for your firm

    6 min · +60 XP

What you will be able to do

  • Approach an employed candidate discreetly, in twenty seconds, at the right time.
  • Leave a voicemail that makes people call back.
  • Build a list of companies that are actually hiring.
  • Run a discovery call with an HR leader to understand the role before pitching.
  • Keep a follow-up cadence without becoming the consultant people avoid.

A calendar full of meetings starts with a call.

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No commitment · Number live in 2 minutes

Frequently asked questions

For headhunting, the phone remains the channel that gets an answer when LinkedIn inboxes are saturated. The dedicated lesson shows how to call an employed candidate without putting them in a difficult spot.
It is a matter of discretion and timing more than law: the lesson gives the hours and the wording that protect the candidate, and points to the “When to call” tool.
Yes, that is the second dedicated lesson: signing clients, meaning HR leaders and hiring managers, with a clear mandate and proof that you can deliver.
About an hour and a half of lessons, simulators included.