Fill more roles. Develop more client accounts.
Recruiting agencies need volume on two fronts simultaneously: business development (calling hiring managers and HR directors) and candidate sourcing (calling passive candidates from LinkedIn exports). ClinchRev AI handles both at scale — so your team spends time on relationships, not dials.
Two use cases, one platform
Most recruiting tools are built for one side of the equation. ClinchRev runs both BD outreach and candidate sourcing from the same platform — with separate scripts, separate lists, and separate tracking for each:
Call hiring managers at scale
- •AI calls HR directors, VPs of Engineering, Operations leads, and other hiring decision-makers
- •Qualifies headcount needs — "Are you currently hiring or planning to hire in the next 90 days?"
- •Identifies hard-to-fill positions where a staffing partner adds real value
- •Books intro calls directly on your BD team's calendar
- •Non-answers receive automated email follow-up sequences
Activate passive candidates at volume
- •AI calls passive candidates from LinkedIn Recruiter exports, ZoomInfo, or your ATS
- •Gauges interest in new opportunities with a soft, non-pushy opener
- •Qualifies location flexibility, compensation range, and timeline
- •Passes warm, interested candidates directly to your recruiters
- •Cold candidates receive automated nurture emails for future openings
Sample business development call script
Here is a sample BD qualification script configured by a technology staffing agency targeting hiring managers at mid-market companies:
Candidate sourcing scripts use a different flow — softer opener, role interest check, compensation and location qualification. Both run simultaneously in separate campaigns.
Why recruiting teams burn out without AI
Recruiting is one of the highest-volume outbound sales jobs in existence. Recruiters are expected to run BD calls AND candidate sourcing calls simultaneously — all while managing active placements and client relationships. The math breaks down quickly:
The average recruiter is expected to make 40–60 outbound calls daily across BD and candidate sourcing — before accounting for inbound calls, client check-ins, and interview coordination.
Eight out of ten outbound recruiting calls reach voicemail. The recruiter either leaves a voicemail (rarely returned) or calls back later — burning hours on redials with minimal yield.
After voicemails, wrong numbers, and disinterested pick-ups, the average recruiter has fewer than 10 meaningful conversations per day — making consistent pipeline growth nearly impossible.
ClinchRev runs BD and candidate sourcing campaigns at the same time, without adding headcount, without burnout, and without the inconsistency that comes from humans who are tired, distracted, or demoralized after a string of rejections. Each number dials up to 100 prospects a day once it is past a 30-day warm-up and its answer rate is healthy — 80/day between days 30 and 60, and a new number starts at 10/day. Those numbers still share the plan's minute and lead caps: Growth at $149 includes 500 minutes, 1,000 leads and 3 campaigns; Pro includes 1,500 minutes, 3,000 leads and 5 campaigns. Minutes are deducted from reported call duration — a no-answer that reports zero duration does not consume minutes; time the AI spends talking to an answering machine does. Extra lead capacity is sold in blocks of 1,000.
The shift in how your team spends their time is equally important: instead of spending 4–5 hours dialing, recruiters spend their energy on the conversations that actually matter — closing candidates, handling client objections, and building relationships that generate repeat business. AI handles the top-of-funnel volume so humans can own the high-value conversations.
Human recruiter outbound vs ClinchRev AI
Here is a head-to-head comparison of what a single recruiter doing manual outbound produces versus running ClinchRev AI calling on the same list:
| Metric | Human Recruiter (Outbound) | ClinchRev AI |
|---|---|---|
| Calls per day (BD and sourcing combined) | 40–60 | 100 per matured number; Growth 500 min / 1,000 leads |
| Annual cost per recruiter | $70K–$120K (salary + benefits) | $1,788–$4,788/yr plan, plus $4–$5/mo per phone number and any minutes over your allowance |
| Time spent on outbound dialing | 3–5 hrs/day | Near zero |
| Voicemail consistency | Variable — often skipped | 100% — personalized voicemail drop |
| Follow-up email sequences | Manual — frequently missed | Automated 3–5 touch sequences |
| Script consistency | Varies by mood and energy | 100% on-script every call |
| Opt-out handling | Manual — error-prone | Automatic, workspace-wide |
Running AI calling at your recruiting agency
Setting up ClinchRev for a recruiting agency takes less than an hour. You configure two campaign types — one for BD, one for candidate sourcing — with separate scripts tailored to each audience. The BD script opens with a headcount qualification and ends with a meeting booking. The candidate script opens with a soft role interest check and ends with a warm handoff to your recruiter.
List management is straightforward. For BD, pull target companies from LinkedIn Sales Navigator or ZoomInfo, export with phone numbers, and upload to ClinchRev. For candidate sourcing, export from LinkedIn Recruiter or your ATS. Scrub both lists against the National and state DNC registries before you upload — ClinchRev does not hold a Registry subscription on your behalf, so bring cleaned lists. Once a contact opts out on a call, ClinchRev records it, flags every matching lead across your workspace and pulls them out of every campaign they are in — so one removal request covers both your BD and candidate campaigns, not just the one that placed the call.
The CRM logging feature is particularly valuable for recruiting agencies. Every call is recorded and transcribed, and qualification responses are stored as structured data — so when a hiring manager says "we're planning to hire three engineers next quarter," that information is captured and searchable. Your BD team walks into every intro call with a complete picture of what was discussed in the AI qualification call.
Full agency workflow on ClinchRev
- 1Upload BD list (hiring managers from LinkedIn Sales Navigator)
- 2Upload candidate list (passive talent from LinkedIn Recruiter or ATS)
- 3Configure BD script (headcount qualification → intro call booking)
- 4Configure candidate script (role interest → compensation/location → recruiter handoff)
- 5AI runs both campaigns simultaneously, each inside the calling window you set for it
- 6Warm intro calls and warm candidates land in your team's queue daily
BD and candidate campaigns run simultaneously. Tracked separately.
Frequently asked questions
Can AI call passive candidates legally?+
It depends on the number. A published business landline sits outside the artificial-voice consent rule. A personal cell phone does not: 47 C.F.R. § 64.1200(a)(2) requires prior express written consent before an AI voice places a marketing call to a wireless number, with no B2B exemption and no established-business-relationship exemption — so an existing ATS record is not a consent basis. Since passive candidate sourcing is mostly mobile numbers, that requirement governs most of these campaigns. ClinchRev handles the disclosure at the start of the call and opt-out processing on both campaign types, and holds each campaign to the calling window you set. Consent and registry scrubbing stay with you. See the TCPA compliance guide for the full framework and who owns which piece.
How does ClinchRev handle different scripts for BD vs candidate sourcing?+
ClinchRev supports completely separate campaigns with different scripts, lists, calling schedules, and CRM tags. Your BD campaign runs the hiring manager script; your candidate sourcing campaign runs the passive candidate script. Both can run simultaneously. Results are tracked separately so you can measure performance and ROI by campaign type.
What data do I need to get started?+
For BD campaigns: target company names and a hiring contact's name and phone number (LinkedIn Sales Navigator or ZoomInfo exports work well). For candidate sourcing: passive candidate names and phone numbers (LinkedIn Recruiter exports or your ATS). ClinchRev accepts CSV uploads; scrub the lists against the National and state DNC registries yourself first, since ClinchRev does not hold a Registry subscription on your behalf.
How does ClinchRev integrate with ATS systems?+
ClinchRev has a built-in CRM where all call data, qualification responses, and booked meetings are logged. CSV export is available for Bullhorn, Greenhouse, Lever, and most other ATS platforms. ClinchRev's public REST API enables real-time sync to most ATS tools if you have a developer. Native Bullhorn integration is on the roadmap.
Can ClinchRev AI leave personalized voicemails?+
Yes. When a call reaches voicemail, ClinchRev drops a pre-recorded message personalized with the prospect's name and a relevant hook — referencing a specific job function for BD calls, or a relevant role type for candidate sourcing calls. Personalized voicemail drop significantly increases callback rates versus hanging up silently.
Scale BD and candidate sourcing without scaling headcount
20 free AI calling minutes to test your BD and candidate scripts before committing.