Recruiting Discovery Call Script Templates

Six recruiting discovery call scripts, from a candidate screen to a hiring manager intake, that qualify fit fast and keep top talent engaged. Use the variants as-is, edit the placeholders, or download the editable Word doc.

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Length

6 variants · copy-paste

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Sales & Leads

Candidate screening discovery

Open

Hi candidate name, thanks for making time. This is your name from company name. This is a quick first chat about the role title role, and to learn what you are looking for. Is now still a good time?

Understand what they want

What is prompting you to look right now?
What would your ideal next role include, and what would you want to avoid?
Walk me through your experience with key skill.
What are your salary expectations? The range for this role is around salary range.

Confirm the basics

When could you start if this moved forward?
Are you interviewing anywhere else we should keep in mind?

Close

Thanks, this was helpful. The next step is next step, and I will follow up by timeframe. Do you have any questions about the role or the team before we wrap up?

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6 ready-to-use variants

1. Candidate screening discovery 2. Hiring manager intake 3. Passive candidate outreach 4. Agency client and BD discovery 5. Salary and expectations talk 6. Candidate re-engagement

Candidate screening discovery

When to use: Use this on the first call with a candidate, to learn their goals and confirm basic fit.

Open

Hi candidate name, thanks for making time. This is your name from company name. This is a quick first chat about the role title role, and to learn what you are looking for. Is now still a good time?

Understand what they want

What is prompting you to look right now?
What would your ideal next role include, and what would you want to avoid?
Walk me through your experience with key skill.
What are your salary expectations? The range for this role is around salary range.

Confirm the basics

When could you start if this moved forward?
Are you interviewing anywhere else we should keep in mind?

Close

Thanks, this was helpful. The next step is next step, and I will follow up by timeframe. Do you have any questions about the role or the team before we wrap up?

Hiring manager intake

When to use: Use this at the start of a new role, to build an accurate scorecard with the hiring manager.

Open

Hi hiring manager, thanks for the time. Before I start sourcing for the role title, I want to make sure I bring you the right people, not just resumes. Can we walk through the role together?

The role and the team

What are the top three outcomes this person must deliver in the first six months?
Which skills are truly must-have, starting with key skill, and which can be learned?
Who will they work with day to day, and what is the team like?

Calibrate on fit

Tell me about the best hire you have made for a role like this. What made them great?
What has made past hires struggle or leave?

Align on process

Great. The next step is next step. I will send a scorecard to confirm, share a first shortlist by timeframe, and we will adjust from real candidates.

Passive candidate outreach

When to use: Use this on a first cold call or callback, to earn a real conversation without pressure.

Open (permission first)

Hi candidate name, this is your name from company name. I know this is out of the blue, so I will be quick. Do you have two minutes?

Why you

I came across your work with key skill, and it lined up closely with a role title role I am hiring for. I am not asking you to change jobs today. I would just value your take.

Make it low pressure

Are you open to hearing what the role involves, even just to compare?
If the timing is wrong, is there a better time, or someone you would point me to?

Close

No pressure at all. If you are curious, the next step is next step, and I can send a short overview. Either way, I will follow up once by timeframe and then leave it with you.

Agency client and BD discovery

When to use: Use this with a prospective employer, to qualify the role and set clear terms.

Open

Hi client name, thanks for the intro. I am your name from company name. I want to understand the role title search before I promise anything, so we do not waste each other's time.

Scope the search

What is driving this hire, and what happens if the seat stays open?
What does the ideal candidate look like, and what is the pay band?
How many people are involved in the decision, and how fast can you move?

Set expectations

Have you worked with agencies before? What went well or poorly?
What would make this a clear win for you in the next quarter?

Close

Based on this, the next step is next step. I will send terms and a search plan, and share a first shortlist by timeframe so you can judge us on real candidates.

Salary and expectations talk

When to use: Use this when pay comes up, to align expectations early and avoid a late surprise.

Acknowledge the question

That is a fair thing to sort out early, candidate name, and I would rather be straight with you than surprise you later.

Understand their number

What range are you targeting for your next role?
Is that base only, or total with bonus and equity?
Besides pay, what matters most to you in an offer?

Share the band honestly

For the role title, the range is around salary range, depending on experience and the interview outcome. If that works for you, great. If it is off, let us find out now, not after five interviews.

Close

Thanks for being open. The next step is next step, and I will confirm details by timeframe. Does the range fit what you were hoping for?

Candidate re-engagement

When to use: Use this after a candidate stops replying, to re-open the door without guilt.

Warm reopen

Hi candidate name, it is your name. We were talking about the role title role and then things went quiet, which is completely normal. No worries at all.

Make it easy

I wanted to check in before I close the loop on my end:

Are you still open to this, or has your situation changed?
If the timing is off, would a later conversation be better?
If you have decided it is not for you, just say the word and I will stop following up.

Give a reason to act

There is genuine interest from the team on their side, and the next step is next step, which takes only a few minutes.

Close

Reply whenever works. If I do not hear back by timeframe, I will assume the timing is wrong and leave you be. Thanks either way.

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How to use this template

1
Pick the closest variant. Choose based on the situation, not only the channel.
2
Replace every placeholder. If you cannot fill a field, ask one clarifying question first.
3
Save the final version into sem.chat, your CRM, or your help desk so the team stays consistent.
4
Review results weekly. Drop variants that create confusion and improve the ones that work.

Frequently asked questions

Can I use these templates commercially?

Yes. Copy, edit, and use them in your business, client work, CRM, help desk, or sem.chat workspace.

Why are there six variants?

One generic template rarely fits every situation. Six variants give your team practical choices without a messy library.

Should I paste these into sem.chat?

Yes. Save the best variants as canned replies, knowledge base entries, routing rules, or CRM notes so your AI agent and team stay consistent.

How long should a recruiting discovery call be?

Most run 15 to 30 minutes. Longer for senior or complex roles, shorter for a first screen. The goal is fit and next steps, not a full interview.

What should I ask a hiring manager in an intake call?

Cover the top outcomes for the first six months, the true must-have skills, who the person works with, and one example of a great past hire and a bad one.

How do I bring up salary without scaring off a candidate?

Ask for their range first, then share the band honestly. Aligning early builds trust and avoids a wasted process that ends on money.

What is the difference between a screen and an intake call?

A screen is with a candidate to check fit and interest. An intake call is with the hiring manager to define the role before you source anyone.

How do I re-engage a candidate who went quiet?

Send one warm, low-pressure message with a clear next step and an easy out. Silence usually means busy, not a no.