Send me a few resumes and I'll take a look: staffing
The short answer
Do not send resumes before you know the role. Say you will, then ask what the hire must do in the first few months, what the last candidate missed and who else reviews. A short, targeted submission with your reasons beats a stack of names. Ask for a date to talk after they read it.
Take this call against an AI buyerWhy buyers say it
Resumes cost the buyer little to ask for and cost the seller a lot to send. Looking at a few names lets the buyer stay in control. It also tells you they have not yet decided that your firm is worth a call.
How reps lose the deal on it
- They send five generic resumes the same day. The buyer reads none because none was explained.
- They never ask what the role needs. The candidates miss, and the buyer decides the firm does not listen.
- They send and wait. With no date to talk, the resumes fade.
Stronger lines to say
- “Happy to. So the right people land in your inbox, what does this hire need to do well in the first few months?”
- “I’ll send two candidates, not ten, and a note on why each one fits. Can we talk for ten minutes after you’ve read them?”
- “What did the last candidate miss? I don’t want to repeat it.”
Questions reps ask about it
How many resumes should I send?
As few as you can defend. Two or three, each with a short note on why it fits the role. A long list tells the buyer you did not choose. Ask for feedback on each one.
How do I learn the role when the buyer gives me nothing?
Ask for the job description and one reason the last candidate failed. If they will not share, ask who does know, such as the team lead or HR. Sending blind is a weak first impression.
How do I respond when every resume comes back rejected?
Ask what each one missed and write it down. Two or three misses in the same direction show what the role really needs. Treat each rejection as a better brief, not a defeat, and send the next candidate against the new notes.
Related objections
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