← Workstream
Workstream role-play cheat sheet
For the mock cold call at the end of most SDR interviews.
What they sell, in one line
Software that helps restaurants and retailers hire, onboard and manage hourly workers, with compliance built in.
Who you'd be calling
HR leaders, Talent Acquisition heads, Ops and People leaders, and multi-location GMs at restaurant, retail and other hourly-heavy employers
Your opener
“Hi [Name], this is [You] from Workstream. I know I'm calling out of the blue, but I work with hourly employers on speeding up hiring and onboarding, and I wanted to see how you're handling it across your locations. Do you have 30 seconds?”
Problems you solve for them
- Hourly roles have high turnover, so hiring never stops
- Slow hiring and paperwork lose candidates to faster employers
- Compliance and onboarding forms are manual and easy to get wrong
Discovery questions to ask
- How many hourly people do you hire in a typical month, and how long does it take from application to first shift?
- What does onboarding look like today: paper, spreadsheets, or a system?
- What happens when a new hire doesn't show up for their first day?
Objections they'll throw at you
“I'm busy right now.”
→ Totally get it, I'll be quick. I only need 30 seconds to ask one question about your hiring speed. Is that okay?
“We're not interested.”
→ Fair enough, I'm not sure it's a fit yet either. Can I ask how you handle hiring for hourly roles today, so I know if it's even worth your time?
“We already use something for hiring.”
→ That's great, most teams do. Many of our customers started the same way. How well does it handle onboarding and paperwork after the offer goes out?
“Just send me an email.”
→ Happy to. So I send you something useful and not generic, what's the biggest hiring headache for your hourly roles right now?
Competitors worth knowing
Paradox, Fountain, Indeed Hiring Platform
Interview tips for this company
- Learn the hourly hiring problem: high turnover, speed matters, candidates ghost. Be ready to talk about it in plain terms.
- Notice the 'mixed' buyer: small restaurant owners and big enterprise HR leaders care about different things, so ask who you're calling first.
Written from public information about Workstream to help you practice. Ask an insider what their role play looked like; it's the best prep there is.