Hey everyone, I've noticed quite a few people in this group are struggling with cold outreach and wanted to provide some value from my experience: Cold outreach in recruitment can feel intimidating at first, but the truth is, recruitment is sales. You’re selling yourself to the prospect, and you’re selling candidates to them too. And in sales, it doesn’t matter how good your “product” is if nobody knows about it. Cold outreach is the bridge and there’s no skipping it, so the faster you get comfortable, the faster you’ll grow. That being said, here are a few things that helped me early on: - Take a deep breath. At the end of the day, you’re talking to people, not “big scary decision makers.” They’re just humans with families, hobbies, and inboxes full of messages. If you go in tense, they’ll feel it. Relaxed energy always lands better. - Keep it short. Your best emails are 3–4 sentences max. The first line should be personalized to them (not your pitch), and the subject line should make them curious enough to click. No gimmicks, just genuine curiosity. - Test & tweak. Your open rate tells you how strong your subject line is. If nobody’s opening, either your subject line needs work or your email/domain isn’t warmed up (spam issue). If opens are good but replies are low, then focus on improving your copy. - Make the CTA light. Instead of asking for a “call this week,” try something simple like “Would it make sense to chat?” or “Open to exploring this?”. It feels less heavy and gets more responses. - Don’t rely only on email. A quick LinkedIn note or even a voicemail drop after your second or third email can make you stand out. Sometimes being visible in more than one channel is all it takes. - Detach from the outcome. Most prospects won’t respond and that’s normal. The goal isn’t to get a “yes” every time, it’s to keep showing up consistently. That mindset shift takes a lot of pressure off. If you’re new to cold outreach, my biggest advice is: Just start. You’ll learn 10x faster by hitting “send” and seeing what happens than by waiting until you think your emails are perfect.

Hi, What key elements should be included in an introductory email to clients when aiming to secure a recruitment contract? Should the focus be solely on asking about their current vacancies or recruitment needs, or is it advisable to also include our rates and terms of service in the initial outreach?

Hello everyone, quick question: Am I the only one who thinks paying $400 for 100 contacts on Indeed is absolutely reasonable… if you're also paying $20 for a bottle of water at the airport? Seriously though, is anyone actually paying for this? If not, what are you folks doing to get resumes—besides sacrificing your sanity to the recruitment gods?