Know which employee engagement leads are worth discovery call time
Ask what matters before the discovery call: main engagement goal, employee headcount, and whether the person filling out the form can actually approve the initiative. Upload past survey results so your team walks in prepared, not guessing.
The exact intake your employee engagement leads complete
This is the real 6-question guided intake for Employee Engagement — the same flow your customers finish before you ever pick up the phone.
What a qualified employee engagement lead should tell you
Advisory intake to capture an organization's engagement goals, size, prior survey history, and decision-making authority before scoping a consulting engagement.
- Main Goal Improving Employee
- Many Employees In Organization
- Previously Conducted Any Employee
- Have Authority Approve Engagement
- Areas Engagement Most Concerned
- Would Like Begin Engagement
The questions your team needs answered
Every employee engagement intake asks these — and why each one matters.
| Question | Why it matters |
|---|---|
| What is your main goal for improving employee engagement? | The stated goal shapes both the pitch and the scope your team prepares before the discovery call. |
| How many employees are in your organization? | Segments the lead so you can route, price, and prioritize it correctly. |
| Have you previously conducted any employee engagement surveys or assessments? | Knowing whether an organization already has survey data determines if the engagement starts with assessment or moves straight to action planning. |
| Do you have the authority to approve engagement initiatives for your organization? | This answer carries the largest weight gap in the catalog, separating leads who can sign off on work from those who are only gathering information. |
| Which areas of engagement are you most concerned about? | The specific concerns selected let your team tailor the discovery call agenda instead of running a generic engagement pitch. |
| When would you like to begin an engagement improvement initiative? | Distinguishing immediately from just exploring options tells your team which leads to prioritize on the calendar this week. |
How Cliont scores employee engagement leads
Every answer is weighted automatically — no manual review required.
Value signals
- Reduce turnover
- Boost productivity
- Improve workplace culture
- Measure employee satisfaction
- Not sure
- Have Authority Approve Engagement: yes
Urgency signals
- Immediately
See the lead your team receives
Employee Engagement Lead
From first click to qualified lead
Follow prospects and clients through one smooth, guided flow.
They land & meet you
Your video greeting plays instantly — a real face instead of a blank form.
They explain the project
Smart questions adapt to their project and capture the full scope.
They share the details
The scope and any documents come attached, so you can scope before the first call.
You get a ready lead
Scored and qualified — waiting for you to win it.
Built for employee engagement workflows
| Cliont capability | Employee Engagement application |
|---|---|
| Weighted lead scoring | Approval authority is weighted at 9 for yes versus 2 for no, so leads from decision-makers surface above leads from staff who can't sign off on engagement initiatives. |
| Multi-select branching | The areas-of-concern question lets a lead flag multiple issues — communication, recognition, leadership, career growth, work-life balance — without forcing a single-answer bottleneck. |
| Document upload | Leads that have already run an engagement survey can upload results directly, giving your team existing data instead of starting the discovery call from zero. |
| CRM routing with urgency tagging | Leads who select immediately for their start timeline are sent to your CRM ahead of exploratory inquiries, keeping the discovery call calendar focused on ready-to-move clients. |
Common employee engagement lead scenarios
Turnover crisis, needs help now
A 51-200 employee company selects reduce turnover as the goal, has an approving decision-maker, and wants to start immediately — the intake flags this as high priority for the CRM.
Enterprise still exploring options
A 201+ employee organization marks just exploring options and the person filling out the form lacks approval authority, so the lead is qualified but routed as a lower-urgency follow-up rather than an immediate discovery call.
Repeat client with existing survey data
A mid-size company that previously ran an engagement survey selects leadership effectiveness and career growth as concerns, giving your team specific context to prepare for before the call.
Small business, undefined goal
A 1-10 person company selects not sure for their main goal and has never run a survey, which the intake still scores but with less definition for scoping a proposal.
Connect Cliont to your workflow
Send leads
HubSpot, HighLevel, Salesforce, JobNimbus
Book projects
Google Calendar, Outlook Calendar, Calendly
Notify your team
Email, SMS, Slack
Automate follow-up
Zapier, Webhooks, API
Simple, transparent pricing
Choose the plan that works for your business.
Professional
Unlimited intake forms and leads for your growing business.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Advanced analytics dashboard
Pay Per Lead
Only pay when you receive a qualified lead.
- Unlimited intake forms
- Custom video greetings
- AI-powered voice bot
- English + Spanish support
- Automatic lead scoring
- Digital estimates & e-signatures
- Photo, video & file upload
- Charged only for submitted leads
More human resources consulting intake templates
Employee Engagement lead-intake FAQs
How does the intake identify who can actually approve engagement work?
The approval authority question carries the heaviest weight in the catalog — a yes answer scores far above a no, so leads from someone without sign-off authority are flagged differently before your team schedules a discovery call.
What happens when a lead picks 'Not sure' for their main goal?
The lead still moves forward since goal clarity varies by prospect, but it's captured alongside the areas-of-concern answers so your team can narrow the scope on the call instead of guessing beforehand.
Can the intake tell us if a company has already run engagement surveys?
Yes — the prior-survey question is a simple yes/no, and pairing it with uploaded survey results gives your team existing data to review before proposing new assessment work.
Does the form separate urgent projects from research-stage inquiries?
The timeline question distinguishes immediately from just exploring options, so leads ready to start now can be routed ahead of ones still in early planning.
Is the employee engagement intake different from your HR Compliance Review or Performance Management forms?
Yes — each subservice in the Human Resources Consulting category uses its own catalog. Employee Engagement asks about turnover, culture, and satisfaction goals rather than compliance or performance metrics.
Why does headcount matter if it isn't weighted in scoring?
Employee count doesn't carry a scoring weight on its own, but it gives your team scoping context — a 1-10 person company and a 201+ organization need very different engagement proposals.
Turn employee engagement visitors into qualified clients
Give every employee engagement visitor a guided intake instead of a dead contact form — and get a scored, qualified lead before you take the first call.