Recruitment sales training that gets new consultants on the phone sooner — without burning your clients.
Your trainees’ first “we don’t use agencies” usually comes from a real hiring manager you’d rather they hadn’t practised on. With Kollup, every consultant rehearses the BD call, the MPC pitch, the fee conversation and the counter-offer against an AI client or candidate who pushes back like a real one — and gets a scored report their manager can act on the same day.
30-minute demo · we build a hiring manager from your own desk live on the call
- Set up in an afternoon
- Nothing to install
- 28+ languages
- No recordings kept
Live tip · Good — you used what you knew instead of pitching. Now ask what’s made it hard to fill before you mention a single candidate.
Trainee recruiters learn the phone on your clients.
Most recruiter training still means a week on the CRM, a few afternoons shadowing a senior biller, and then a call list. The first objection they hear comes from a live hiring manager or a candidate you’ve spent months building a relationship with. The ones who freeze either stop picking up the phone or start burning your database — and your best billers lose hours to roleplay instead of billing.
Practise the client call and the candidate call. The AI plays a sceptical hiring manager, an HR gatekeeper or a passive candidate who’s happy where they are.
Perm, contract or temp; tech, finance, healthcare or sales. Each desk gets its own scenarios, its own market detail and its own scoring emphasis.
A ten-minute rehearsal before the call block, without pulling a senior consultant off their desk to play the client for the fifteenth time.
Every recruitment call your consultants make, practised before it’s live.
A 360 consultant runs two sales processes at once: selling the agency to clients and selling the job to candidates. Kollup covers both, so recruitment cold calling, business development and candidate management stop being things people learn by getting them wrong.
Business development, MPC calls and your fee
Cold calls to hiring managers, pitching your most placeable candidate, taking a job brief properly, and defending your fee when the client says the other agency does it for less. Recruitment business development is where most trainees stall — and where a scored rep is worth the most.
- “We don’t use agencies”
- “Speak to HR”
- “You’re not on our PSL”
- “Just send me the CV”
- “Your fee is too high”
Headhunts, qualifying calls and the counter-offer
Calling a passive candidate who isn’t looking, qualifying real motivation before you submit anyone, and the call the night before they resign — when their boss has just offered them more money to stay.
- “I’m happy where I am”
- “What’s the salary?”
- “How did you get my number?”
- “They’ve offered me a raise to stay”
- “I’ve got two other interviews”
One agency, six desks, six different markets.
A tech contract desk and a healthcare temp desk don’t sound alike, sell alike or lose deals for the same reasons. Recruitment consultant training only works when it sounds like the desk the consultant actually sits on.
- A scenario set per desk. Build the hiring managers and candidates that desk really calls, with their market’s roles, salary conversations and objections. Unlimited scenarios, so opening a new desk doesn’t mean a new licence.
- Assign by consultant, not by office. The new intake gets the BD basics; the consultant moving from perm to contract gets that desk’s scenarios. Nobody else has to see them.
- Score what the call is for. The focus-areas field shifts the weighting per scenario — discovery on a job brief, objection handling on a fee call, closing on an MPC call that should end with an interview slot.
- Evidence for one-to-ones and probation. Every attempt is scored on the same rubric, with the transcript attached, so “not ready for BD yet” is something you can show rather than a feeling.
MPC call — senior backend developer
Trainee intake · A. Charalambous · attempt 4 of 6 · 3 min 55 s
Strong pitch — three specific reasons this candidate fits her team. But when she said “just send me the CV”, you did. Agree terms and a provisional interview slot first, or you’ve just handed her the candidate.
Recruitment consultant training in three steps
-
1
Build the client or candidate
Take the calls your consultants actually make — the hiring manager with two agencies already, the developer who isn’t looking, the candidate whose boss just matched the offer. Set the mood, the objections, the language and the voice, then assign it to an intake, a desk or one consultant.
Manager · 5 minutes -
2
The consultant makes the call
At their own desk, before the call block or between interviews. A real voice picks up, stays in character, gets impatient and hangs up if they talk over it — exactly like the hiring manager on the other end of Monday’s call list.
Consultant · until the other side hangs up -
3
The report lands
Seconds later: an overall score, four sub-scores, what they did well and the one thing to change — quoting their own words. The team leader walks into the one-to-one already knowing what to work on.
Automatic · instant
Hear a candidate sell before anyone makes an offer.
The same role-play works as an assessment. Put a candidate on a seat, have them take one scored call, and reassign the seat to the next person on the list.
Hire consultants who can already hold a BD call
Every agency says it hires for resilience on the phone; few actually hear it before the offer. Give each shortlisted trainee the same cold call to the same sceptical hiring manager, and compare them on the same scorecard. How the sales role-play assessment works.
- Same call for every applicant
- Scored report in seconds
Send clients a shortlist with proof
Recruiting salespeople or call centre agents for your clients? Run your shortlist through the client’s own sales scenario and share each report as a read-only link alongside the CV. Your submission shows how the candidate sells, not just what they say they’ve sold.
- Read-only report links
- Transcript attached
- Revocable any time
Kollup scores the call; a person makes the hiring decision. Tell candidates up front that they’ll be speaking to an AI and what the four scores measure.
Your consultants headhunt in German. Let them practise in German.
Agencies filling multilingual roles across Europe hire consultants for their languages, then train them in English. Kollup runs practice calls, Live Assist and coaching reports in 28+ languages — and can return every report in one language, so a manager can coach a Dutch-speaking consultant without speaking Dutch.
- English
- German
- French
- Dutch
- Spanish
- Portuguese
- Italian
- Swedish
- Danish
- Norwegian
- Finnish
- Polish
- Czech
- Slovak
- Hungarian
- Romanian
- Bulgarian
- Greek
- Turkish
- Russian
- Ukrainian
- Hebrew
- Arabic
- Hindi
- Japanese
- Korean
- Chinese
- …and more on request
The AI client or candidate is cast to the market the desk serves, not a generic textbook voice. Tell us which markets you recruit in and we set the voices up with you.
Live subtitles during voice practice — the quickest way to get a consultant confident on the phone in their second working language.
Feedback follows the call’s language, or stays in one language agency-wide, so a team leader can review a call in a language nobody in management speaks.
From your terms playbook: you can offer an extended rebate period instead of dropping the fee. Anchor on the three wasted interviews before you talk percentages.
And on the calls that count.
Practice builds the habit. Live Assist is there when it’s a real client or candidate — listening along and suggesting the next move while the conversation is still happening.
- Grounded in your own playbook — you build a knowledge base once: your terms of business, fee floors and rebate options, what consultants may and may not agree to, and your best answer to every objection the desk hears weekly.
- Ask it mid-call — “what’s our rebate on contract placements?” is answered on screen, silently, instead of a “can I call you back?” and a walk to the director’s desk.
- A report afterwards too — objections raised, how the call ended, talk ratio, interruptions.
- Kollup keeps no recordings. Audio is transcribed as it happens and discarded — only text is stored, inside your own account.
Seats and minutes. That’s the whole model.
Every plan has the whole product — voice, text, Live Assist, 28+ languages, unlimited scenarios, coaching reports. What changes is how many consultants are on it and how much practice each one gets. Same plans as the rest of Kollup.
How many consultants
One seat per person. Consultants come and go — reassign a seat the day someone leaves, because you’re paying for the chair, not the name on it.
How much practice
A monthly pool of minutes shared across the agency. A new intake in their first month burns through them; your senior billers barely touch them. Taking on a big intake in January? Email us and we add minutes to that month’s invoice.
So let’s work out what your agency actually needs
Tell us how many consultants you have, how often you bring in new starters and which desks they sit on, and we’ll tell you what it costs — including if Kollup isn’t the right fit for you yet.
30 minutes · no slide deck · we build one of your desk’s calls live on the call
What recruitment agencies ask on the demo
What should recruitment sales training cover?
Both sales processes a recruiter runs. On the client side: finding and opening new clients, taking a proper job brief, pitching candidates and holding your fee. On the candidate side: engaging passive candidates, qualifying real motivation and managing offers through to a start date.
Scripts and classroom sessions cover what to say. What most recruitment sales training lacks is repetition — enough practice calls that a consultant has heard every common objection many times before a live client says it. That’s the part Kollup handles.
Can Kollup play both a hiring manager and a candidate?
Yes. Each scenario is a person you describe: a head of engineering who already uses two agencies, an HR gatekeeper who wants everything by email, a passive candidate who isn’t looking, a candidate whose employer has just made a counter-offer. You set their mood, objections, background and language, and the AI stays in that character for the whole call.
Which recruitment calls can consultants practise?
Anything with a goal at the end of it. On the client side: cold BD calls, MPC and spec-CV calls, job briefs, fee and terms negotiations, and win-back calls to lapsed clients. On the candidate side: headhunt calls, qualifying calls, interview preparation, offer management and counter-offer calls.
The scoring rubric is discovery, objection handling, product knowledge and closing — where “product” is the role, the client or the candidate you’re representing.
How does it fit into a trainee recruitment consultant’s first month?
Most of the value is in the gap between “has done the CRM training” and “is on the phone to real clients”. Trainees run the BD call and the headhunt call from day two, as often as they need, and managers see scored progress from attempt one onwards. By the time they pick up the phone to a live hiring manager, it isn’t the first time they’ve heard “we don’t use agencies”.
After that, it works as a ten-minute warm-up before the call block, and as refresher practice when a consultant moves desk.
Does it work for perm, contract and temp desks?
Yes. Build a scenario set per desk, with that market’s roles, rates or salaries and objections, and assign it to the consultants on that desk. Scoring emphasis is set per scenario, so a perm desk can weight the fee conversation while a temp desk weights speed and candidate qualification. Unlimited scenarios means a new desk doesn’t cost more.
Can we use it to assess candidates — ours or our clients’?
Yes. Put the candidate on a seat, have them take one scored call, then reassign the seat to the next person. You can use it for your own trainee intake, and sales recruitment desks can run a client’s shortlist through that client’s own scenario and share each report as a read-only link. Kollup scores the call; people make the hiring decision.
Which languages can our consultants practise in?
28+, including German, French, Dutch, Spanish, the Nordic languages, Polish, Czech, Romanian, Greek, Turkish, Arabic and Japanese. The language is set per scenario, so a consultant who headhunts in German can practise in German, and reports can come back in one language agency-wide for the manager.
What happens to our call recordings?
Kollup doesn’t keep recordings. Audio is transcribed as it’s spoken and discarded — we store only the text, inside your own company’s space, never visible to another customer. Every account is isolated at the database level, so one agency can never see another’s scenarios, calls or reports.
Do we need to connect our CRM or phone system?
No. Kollup runs in the browser and practice calls happen inside it — a consultant clicks a link, allows the microphone once, and they’re on a call. Nothing to deploy and no integration project, which is usually what makes it possible to trial on one intake without a long buying process.
Is it only for trainee recruiters?
Trainees get the most out of it, but experienced consultants use it when they move into a new market, start pitching retained search, or need to rehearse a difficult client conversation before making it. Live Assist works on real calls for consultants at every level.
Do you work with recruitment agencies outside Cyprus?
Yes. We’re based in Limassol, but Kollup runs in the browser and onboarding happens on a call, so where your agency sits makes no difference to how it’s set up.
Bring us your hardest BD call
Thirty minutes, no slide deck. Tell us your desk and the call your trainees dread — we’ll build that hiring manager live and run it on the spot. If it isn’t convincing, you’ll know inside five minutes.
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