You've been spinning your wheels with cold calls for months. Every morning, you sit down with your coffee, mentally prepare for rejection, and dial twenty numbers hoping for one decent conversation. By lunch, you're exhausted and questioning your career choices. Meanwhile, the recruiters in the corner office are somehow charging 25% fees without blinking, while you're fighting tooth and nail for 15%.

What's their secret? They've ditched the "please-give-me-a-chance" approach for something far more powerful: the assumptive opening.

This isn't just another sales tactic—it's a fundamental shift in positioning that transforms you from vendor to consultant in the client's eyes. When executed correctly, it can dramatically increase your close rate and justify premium fees that would make most recruiters blush.

What is the Assumptive Opening? (And Why It's Not Just for Sales Reps)

The assumptive opening is a technique where you act as if the client has already decided to engage your services. Instead of asking "Would you be interested in working with us?" you jump straight to "When would be a good time to review these exceptional candidates we've identified for your role?"

This approach works because of two powerful psychological principles:

1. Commitment-Consistency Theory: People prefer to act in ways that align with their previous statements or actions. By assuming their interest, you create a path of least resistance toward commitment.

2. Confidence Transfer: Your certainty and positive energy transfer to the client, making them feel more assured in their decision. As sales expert Jeffrey Gitomer calls it, it's the "strongest selling strategy in the world."

But make no mistake—this isn't about being pushy or manipulative. It's a confirmative strategy used when you're confident you have a solution to a client's problem. You're not tricking them; you're reinforcing a good decision.

The Recruiter's Toolkit: A 4-Step Guide to the Perfect Assumptive Opening

Step 1: Intelligence Gathering ("Ambulance Chasing" on LinkedIn Sales Nav)

A successful assumptive opening isn't built on guesswork—it's founded on solid intelligence. Here's how to find companies that likely have vacancies:

1. Go to LinkedIn Sales Navigator's "Lead filters" tab

2. In the "Spotlights" section, select "Changed jobs in past 90 days"

3. Add these filters: YEARS IN CURRENT CO - "less than 1 year" and YEARS AT CURRENT COMPANY - "1-2 years"

This search reveals people who have recently left their roles, creating high-probability backfill opportunities. One recruiter reported: "I just did it with CFO and 'technology, Information and Internet' and got 198 prospects. You could congratulate 198 CFOs and ask if their old company filled their post in a non-sales way."

This intelligence becomes the foundation for your confident, assumptive approach.

Step 2: Scripting Your "KISS Email" or Opening Call

With your intelligence gathered, it's time to craft your "Keep It Simple, Stupid" (KISS) email or call script. Here's a template that consistently delivers results:

Hi [Hiring Manager],

My name is [Your Name] with [Your Agency].

We just finished a search for a [Job Title] in [Location/Industry] for [Direct Competitor or Similar Company]. While doing that search, we came across a rumor that you might be looking for a similar role.

When would be a good time this week to review the profiles of two exceptional candidates we've already identified who have [Specific Skill 1] and [Specific Skill 2] experience?

Best regards,
[Your Name]

Notice what's happening here: You're not asking if they have an opening or if they'd like to work with you. You're assuming they need your help and suggesting a meeting time to review candidates. This immediately positions you as a market expert with access to talent they need.

Step 3: Leading with Your Most Placeable Candidate (MPC)

Your assumptive opening becomes 10x more powerful when you have specific, pre-vetted candidates to discuss. Many recruiters find success by leveraging candidates they connected with too late for previous searches.

As one successful recruiter puts it: "I have a couple of candidates who I connected with too late in the process that I think were really exceptional. Both have _______ and _____ experience."

This approach transforms your outreach from a generic service offer to a specific, tangible solution. You're not selling recruitment services; you're delivering pre-qualified talent that solves an immediate business need.

Step 4: Navigating the Conversation and Transitioning to the Close

What if they say they don't have an opening? Use this fact-finding pivot:

"Oh, I am sorry to hear that. Perhaps in a different division or location? If not, no problem at all. Based on your role, I'd love to connect on LinkedIn to stay in touch for the future."

If they show interest, use "check-in agreements" to guide the conversation forward:

• "Does that profile sound like a good fit for the team culture you're building?"

• "If we could deliver candidates with this background within two weeks, would that timing work for your hiring schedule?"

Then transition to the assumptive close with questions that assume commitment:

• "Would you prefer we begin with the senior role first, or tackle both positions simultaneously?"

• "Should I coordinate the interview scheduling directly with you or with someone on your team?"

• "When would be the best day next week to present these candidates?"

Reading the Room: When to Use (and When to Avoid) the Assumptive Opening

The assumptive opening is powerful, but it's not appropriate for every situation. Here's how to identify when to use it—and when to pull back:

Green Lights (When to Use It)

• You have strong intel: Your "ambulance chasing" has revealed a high-probability opening, like a key person leaving within the last 90 days.

• High prospect engagement: The client is asking detailed questions, responding promptly to emails, or showing positive body language on calls.

• You have a killer MPC: You have access to candidates with rare skill sets or experience directly relevant to the prospect's industry.

• You've established rapport: This technique works best when there's already a foundation of trust, even if minimal.

Red Flags (When to Avoid It)

• Strong disinterest or negative signals: If you sense resistance or defensiveness, pushing forward will only damage the relationship.

• Multiple objections: When a prospect raises several concerns, address these first before assuming they're ready to move forward.

• You're unprepared: "Winging it" with this technique will make you sound arrogant and pushy, not confident.

From Technique to 25% Fee: Justifying Your Premium

The assumptive opening doesn't just help you land clients—it helps you command premium fees. Here's why:

1. Shift from Vendor to Partner

Traditional recruiters wait for job orders, then react. With the assumptive opening, you're proactively bringing market intelligence and solutions. This immediately reframes the relationship from vendor to strategic partner.

As one experienced recruiter notes: "The most successful recruitment agencies don't just execute better marketing tactics—they have a better strategy."

2. Demonstrate Expertise

When you approach a client saying, "We heard you might be looking for a [role] similar to one we just filled at [competitor]," you're demonstrating:

• Deep market knowledge

• Understanding of their competitive landscape

• Access to talent they likely can't find independently

This expertise is precisely what justifies a 25% fee rather than the standard 15-20%.

3. Value is Proactive, Not Reactive

You're saving them time and opportunity cost by anticipating their needs before they've even posted a job. This level of service isn't a commodity and shouldn't be priced like one.

It's a Mindset, Not Just a Script

The assumptive opening is more than just words—it's a fundamental shift in how you view your role as a recruiter. You're not begging for business; you're confidently offering solutions to problems they may not even know they have yet.

Your belief in the value you provide is the most critical element. As Jeff Shore notes, "It's not just about what you say but how you say it. Your mindset and enthusiasm can transform a potential sale into a successful one."

Start Today: Your Assumptive Action Plan

1. Identify three potential clients using the "ambulance chasing" method on LinkedIn Sales Navigator

2. Craft one KISS email for each, leading with your best MPC

3. Don't ask for a job; assume they need your help and schedule the meeting

4. Track your results and refine your approach

The difference between struggling recruiters and those commanding 25% fees often isn't skill or market knowledge—it's the confidence to position themselves as consultants rather than vendors. The assumptive opening is your first step in making that transition.

Remember: You're not selling recruitment services. You're delivering pre-qualified talent that solves immediate business needs. That's worth 25% of first-year salary all day long.