Recruitment sales training for agency recruiters

    Recruiters sell twice: to the hiring manager who has heard from a dozen agencies this week, and to the candidate who isn't sure they want to move. Practice both against AI hiring managers and candidates, fee conversation included, then get every call scored.

    Built for agency recruiters, business development and account managers, 360 recruiters, recruitment team leads and owners.

    Included on every plan, including the free trial
    Start freeSee pricing

    250 free credits, about 25 minutes of practice. No card needed.

    Practice call: business developmentExample
    1. AI hiring manager

      We don't use agencies. The last one sent me twenty resumes and none of them fit.

    2. You

      That's a fair reason to be wary. What was wrong with them, the skills or the kind of person?

    3. AI hiring manager

      Both, honestly. Nobody asked what the team actually needed.

    Fictional hiring manager and call.

    Why recruitment sales conversations are hard

    • Every hiring manager has been pitched

      Agencies call constantly, and many managers have been burned by a stack of poor-fit resumes followed by an invoice.

    • Two buyers on every placement

      The client and the candidate both have to say yes, and either one can change their mind late.

    • Fees invite negotiation

      Clients compare your fee with other agencies and with their own in-house recruiters, so you have to explain what they get for it.

    • Long relationships, short calls

      A good client relationship often starts with "not right now", so each call has to leave a reason to take the next one.

    Scenarios to practice

    Example roleplays for this market. Generate similar ones from your company profile, or build them in the scenario builder (Starter and up).

    • The "we don't use agencies" manager

      Hard

      Engineering manager burned by a previous agency

      Find out what went wrong last time and show how you would run the search differently, without criticizing the other agency.

      Likely pushback

    • Introducing a candidate on spec

      Medium

      Head of sales with no role advertised

      Introduce a strong candidate, with their permission, to a manager who is not hiring, and learn what would make them open a role.

      Likely pushback

    • Holding your fee

      Hard

      Talent acquisition lead with a preferred supplier list

      Defend your fee with an in-house talent lead who says other agencies charge less.

      Likely pushback

    • The passive candidate

      Medium

      Account executive who is happy where they are

      Interest a candidate who is not looking by asking about their goals before you mention the role.

      Likely pushback

    • The job intake call

      Easy

      Hiring manager with a vague job description

      Take a brief that gets past the job description: why the role is open, what good looks like and who signs off on the hire.

      Likely pushback

    • The counteroffer

      Hard

      Candidate whose employer just matched the offer

      Help a candidate weigh a counteroffer honestly by going back to why they started looking, without pressuring them to accept.

      Likely pushback

    Conversations to practice

    The calls that decide deals in this market, ready to rehearse out loud.

    • Business development calls

      Calls to hiring managers with a real reason to talk: a live role, a relevant candidate or something you have seen in their market.

    • Job intake and qualification

      Take a brief that gets past the job description: why the role is open, what good looks like and how the decision gets made.

    • Fee and terms conversations

      Explain your fee, guarantee period and exclusivity terms, and know what you will and will not trade.

    • Candidate outreach

      First calls to passive candidates that start with their career, not your vacancy.

    • Offer and counteroffer calls

      Prepare a candidate for a counteroffer from their current employer, and handle an offer that comes in lower than they hoped.

    • Feedback and rejection calls

      Tell candidates and clients what they need to hear, kindly and quickly.

    Practice library

    Scripts, objections and frameworks that fit these conversations. Each one comes with a scenario you can practice.

    Where Vonvo fits

    Questions from recruiters

    Can I practice candidate calls as well as client calls?

    Yes. In the scenario builder on Starter and up, write a scenario with a candidate as the other person, including their current role, what would make them move and what worries them about moving.

    Is there a recruitment cold call script?

    Yes. The recruitment cold calling scripts cover calls about a live job ad, a spec candidate and a market insight, with voicemails and objection responses you can practice against an AI hiring manager.

    Can I use Vonvo to assess sales candidates for my clients?

    If you recruit salespeople, hiring assessments let you send candidates an AI roleplay with a video intro and AI grading. They are on Growth ($399/mo) and up, and each candidate invite uses 50 credits. AI grading is not a hiring decision: read the answers behind each score and leave the final call to you and your client.

    Should I use real candidate details in practice?

    No. Practice scenarios use fictional people, so keep candidate names, resumes and salary details out of them, and follow your agency's data protection policy.

    What does Vonvo cost for a recruitment desk?

    Recruiters can start on the free trial with 250 credits, about 25 minutes of practice. Paid plans start at $49/mo, and Growth ($399/mo) adds team management, with 15,000 credits a month shared across the team.

    Practice the business development call before you dial

    Start with 250 free credits. No card needed. Pick a scenario, talk to an AI buyer, and get your call scored in minutes.

    Start free practiceBook a demo