Appointment setters and outbound agents who move numbers.

Yes. NMLS, state-insurance and FINRA-licensed outbound pipelines are an active part of our bench — most often for financial services and insurance clients.

A live role-play with a senior account manager playing a realistic objection-heavy prospect. We score recovery, not just first-pass closing.

Yes — B2B outbound has its own pipeline. We screen for higher discovery skill, longer cycle resilience, and CRM hygiene.

Yes. We recruit appointment setters for prospecting, qualification and calendar booking, then screen them on a live discovery role-play. The scorecard covers question quality, objection recovery, qualification discipline, CRM notes and whether the booked meeting matches your acceptance criteria.

We need the campaign, not just the headcount. Tell us what is being sold or booked, who is being called, where the list comes from, and what counts as a conversion or a qualified meeting. Describe the pay structure in general terms, including whether part of it is variable, because that changes who applies. Share your script or talk track, your dialer and CRM, shift hours, and any licensing or compliance training agents must complete before they dial. The clearer the acceptance criteria, the closer the shortlist.

You are. The agents work your campaigns, on your dialer, against your lists, so consent records, do-not-call suppression and calling-hour rules sit with your compliance program. What we screen for is compliance literacy: candidates who understand why consent and do-not-call requests matter and who will follow the process instead of working around it. TCPA consent requirements depend on how you dial and who you call, so confirm your setup with counsel before launch and cover your specific rules in new-hire training.

Treat them like any new hire on your floor. Give them logins and a practice environment before their first live shift, train your disposition codes and CRM note standards, and have them listen to strong calls from your current team. Put them into your QA and call-monitoring program from the first dial so compliance habits form early. We screen for dialer and CRM speed and for coachability, so expect them to pick up tools quickly, but product knowledge and your talk track still have to come from you.

First separate the agent from the campaign. If the whole cohort is struggling, look at list quality, the offer and the talk track before blaming the hire. If one agent lags while peers on the same list perform, review recorded calls for discovery and objection recovery and check whether coaching is moving the numbers, since coachability is something we screen for. When the fit is wrong, replacement follows the terms agreed in your engagement. Send us the call evidence either way, because it sharpens the next shortlist.