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Cold email

How to Recruit with Cold Emails

The market is hot. You have less time to email. And your words matter more than ever. Here are tips for writing stellar recruiting emails.

A female recruiter holds a paper resume and is surrounding by beautiful lavender flowers.

It feels like everyone is hiring right now. Whether it's for sales leaders or individual contributors… roles are open. Recruiting is on fire and more challenging than ever.

Sales and recruiting have a surprising amount in common. Each discipline and function can learn a lot from the other.

If you're in recruiting, you're selling a job.

Since everyone's looking for talent… we thought sharing the slides we created for a sales + recruiting workshop about writing cold emails might be helpful.

In the course, we took an extreme email example to show to sales teams. The point of the email is to show sellers how short you can get with a message. The goal is conversation.

No. 1 Recruiting Email Tip

Pro Tip: It works really well as a LinkedIn DM

"Hey George, I saw on LinkedIn you're growing the sales team by 20% this quarter. Would knowing which new reps are at risk of meeting email quota be helpful?"

Stop saying so much and respect the recipient's inbox and time. It's short, short, short.

Now… what's a version of this that works for recruiting?

Here's a rewrite:

Hey George – Saw you've got great experience leading sales teams.

As a next step in your career, would it be interesting to lead the SDR org at a Series B company?

Different buyer (IT vs. Marketers). Wasn't sure if you were looking for a new challenge.

You'll see there's nothing about PTO. Nothing about benefits. Nothing about salary.

Those are features.

We don't even know if this person is looking for a job!

This approach also leverages Lavender's data on question count. (fun fact: you don't need to ask anything to get a reply) 0 and 1 question emails are almost equally effective.

Our Recruiting Email Framework

A framework to put this into action for selling:

  1. Observation
  2. A pain point-based question that implies a better option

The same framework for recruiting:

  1. Observation
  2. The opportunity
  3. Joint observation between opportunity and person
  4. No pressure

Try out these tips, and let us know how it goes!

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