Overview
You're prospecting for a full-service business solutions provider that sells staffing, talent acquisition, consulting, and AI/automation services. Your job is to cold call and email decision-makers across various industries to book discovery meetings for Account Executives. You're selling multiple service lines, which means you need to quickly identify which solution fits each prospect's needs.
Role Snapshot
| Aspect | Details |
|---|---|
| Role Type | Outbound SDR |
| Sales Motion | Outbound-heavy (staffing is typically outbound-driven) |
| Deal Complexity | Varies - transactional staffing to consultative automation projects |
| Sales Cycle | N/A (you book meetings, don't close) |
| Deal Size | N/A (pre-sales role) |
| Quota (est.) | 15-25 qualified meetings/month |
Company Context
Stage: Private, established (no funding data available)
Size: 122 employees
Growth: Limited public information on hiring velocity
Market Position: Regional player in crowded staffing/consulting market - NC-based with "RevGen NC" branding suggests regional focus
GTM Reality
Pipeline Sources:
- 80% Outbound - cold calling, LinkedIn outreach, email sequences to HR/Ops leaders
- 15% Referrals - existing client networks, employee referrals
- 5% Inbound - website inquiries (staffing firms typically get low inbound volume)
SDR/AE Structure: Small SDR team feeding AEs who handle specific service lines
SE Support: No technical SE support (services firm, not software)
Competitive Landscape
Main Competitors: Local/regional staffing firms, national players (Robert Half, Randstad, TEKsystems for staffing side), consulting firms (Accenture, Deloitte at high end), automation/RPA boutiques
How They Differentiate: Full-service model (staffing + consulting + automation under one roof), regional presence and relationships in NC market
Common Objections: "We already have a staffing vendor", "Too expensive vs other firms", "We handle recruiting internally", "Not sure we need automation yet"
Win Themes: One-stop-shop for multiple needs, local relationships, customized solutions
What You'll Actually Do
Time Breakdown
Prospecting (60%) | Meeting Prep/Follow-up (20%) | Internal Syncs (20%)
Key Activities
- Cold Calling: 50-80 dials per day to HR directors, operations managers, business owners across various industries. You're asking about hiring needs, process inefficiencies, or automation opportunities depending on your call list.
- Email Sequences: Managing 3-5 cadences for different service lines. Staffing emails focus on hiring pain, automation emails focus on efficiency/cost savings.
- LinkedIn Outreach: Connecting with target personas, commenting on posts, sending InMails to executives who won't answer cold calls.
- List Building: Researching companies that might need staffing (growing fast, high turnover industries), consulting (process issues), or automation (manual workflows). This takes more time than software SDRs since buying signals are less clear.
- Meeting Handoffs: Briefing AEs on what the prospect needs - staffing fill, project consulting, or automation assessment. If you mis-categorize, the meeting goes poorly.
The Honest Reality
What's Hard
- You're selling multiple different things, so your pitch changes based on what you think the prospect needs. This makes scripting harder - you need to qualify quickly.
- Staffing has high competition and low differentiation. Getting someone to take a meeting when they already have 2-3 staffing vendors is tough.
- Buying signals aren't obvious. A company isn't "visiting your pricing page" - you're guessing based on growth, industry, or LinkedIn job posts.
- Gatekeepers are brutal in this space. HR admins and EAs are trained to block staffing/consulting cold calls.
- You'll hear "send me an email" constantly, which usually means no.
- Services deals are relationship-driven, so booking a meeting doesn't mean the AE will close it quickly. You won't see immediate win feedback.
What Success Looks Like
- Booking 15-25 qualified meetings per month (qualified = budget authority, active need, next steps agreed)
- 30-40% of your meetings result in opportunities the AE actually works
- You develop a territory knowledge - knowing which industries/company types actually convert
Who You're Selling To
Primary Buyers:
- HR Directors/VPs (for staffing and talent acquisition services)
- Operations Managers/COOs (for process consulting and automation)
- Business Owners/General Managers (for SMB accounts needing multiple services)
What They Care About:
- Staffing Buyers: Speed to fill, candidate quality, cost per hire, whether you understand their industry's talent pool
- Automation Buyers: ROI timeline, ease of implementation, whether you've done this in their industry before
- Consulting Buyers: Specific expertise in their problem area, case studies, references
Requirements
- Comfortable making 50-80 cold calls per day with high rejection rates
- Ability to quickly switch between different value props (staffing vs automation vs consulting) based on prospect needs
- Resilience - services sales has longer feedback loops than SaaS, so you won't know if your meetings turn into deals for months
- Research skills to identify companies with hiring needs or process inefficiencies without clear digital buying signals
- Experience in outbound prospecting preferred (this isn't an inbound SDR role)
- Familiarity with staffing, consulting, or B2B services helpful but not required