Cold-calling.
For some recruiters, it’s the scariest part of the job.
For others, it’s the quickest way to new business.

If you want your recruitment agency to keep growing — you have to get good at it.
Not robotic good. Not scripted good.
Actually good.
Where people pick up, listen, and think, "This person gets it. Maybe I should work with them."

Here’s how to do it right.

Know Exactly Who You’re Calling

First mistake most recruiters make?
They treat every call the same.

You can’t call a fintech startup the same way you call a construction firm.
You can’t pitch an HR manager like you pitch a CEO.

Before you even touch the phone, ask yourself:

What kind of people does this company hire?
What pain might they have right now? (Turnover? Slow hiring? Lack of good candidates?)
Can I offer something that genuinely helps?

If you don't know these answers, don’t call yet.
You're not ready.

Sound Like a Human (Not a Script)

Throw away the “Hi my name is... may I have a few minutes...” script.
Nobody wants a telemarketer call at 10am.

Instead, sound like someone they might want to talk to:

"Hi [Name], it’s [Your Name] from [Agency Name].
Quick question — are you open to hearing about a few brilliant candidates we’ve just placed in [Industry] roles like yours?"

Simple. Friendly.
Leaves space for them to say "yes" without feeling trapped.

And most importantly:
Listen.
The best cold calls are 70% them talking, 30% you.

Expect Objections — and Stay Cool

You will get brushed off.
You’ll hear "we're good right now," or "we already have agencies."

Perfect.
It means they answered.

Your job isn’t to argue. It’s to stay calm and plant a seed:

"Totally understand.
If anything changes down the road — I’ll just send you a quick intro email so you have my details.
Sound good?"

You stay polite.
You stay professional.
And you keep the door open.

Most agency wins happen after the first call, not during.

Follow Up Properly (Almost Nobody Does)

Real business comes from the second, third, even fourth touch.

Send a very short follow-up email. ("Thanks for your time earlier. Will stay in touch when I spot candidates who could fit your team.")
Connect on LinkedIn. No pitch. Just a connection.
Keep notes. If they mention they’re hiring in Q4, set a reminder to check back then.

Cold-calling isn’t about the instant yes.
It’s about building tiny moments of trust that turn into real conversations later.

Tools That Make Life Easier

If you’re serious about mastering cold-calling, stop relying on memory.

Use a CRM like Chameleon-i to:

Track every call
Set reminders
Tag leads by interest
See who’s warm and who’s gone cold

The more organized you are, the more confident you’ll sound.

Prospects can feel the difference between a recruiter winging it — and one who’s sharp and on point.

Final Advice

Cold-calling isn’t dead.
Bad cold-calling is dead.

If you treat it like a numbers game, you'll lose.
If you treat it like starting real conversations with real people who have real hiring problems?
You'll win.

Be prepared.
Be human.
Be helpful.
And be persistent without being annoying.

Do that — and cold-calling won't feel cold at all.

It’ll feel like building real opportunities.