Cold Email Sequence for Recruiting Firms (Email + LinkedIn)

This sequence is built for recruiting agency owners, heads of talent, and managing partners running high-volume outreach. Use this framework to systematically engage potential candidates and clients, turning cold outreach into a predictable pipeline instead of a deliverability nightmare.

This is a multi-channel framework designed to build familiarity and trust before making a hard ask. It's balanced to be persistent without being annoying, respecting the time of busy professionals.

1. Steps: 6
2. Duration: 14 Days
3. Channels: Email, LinkedIn

Each step has a specific objective. The goal isn't just to get a reply, but to start a conversation with the right context.

Step 1: Initial Email (Day 1)

1. Channel: Email
2. Objective: Open with a relevant, specific hook.
3. Example:
   Subject: Question about [Company]'s engineering team
   Body: Saw your team is hiring for [Role]. Based on your background in [Skill], thought you might know the right person.

Step 2: LinkedIn Connection (Day 1)

1. Channel: LinkedIn
2. Objective: Establish a professional connection without a sales pitch.
3. Example Note: Hi [Name], your work on [Project] is impressive. Would be great to connect.

Step 3: Soft Bump Email (Day 3)

1. Channel: Email
2. Objective: A simple, polite follow-up on the same email thread.
3. Example:
   Subject: Re: [Original Subject]
   Body: Just following up on my note below. Is this something on your radar?

Step 4: LinkedIn Value Drop (Day 7)

1. Channel: LinkedIn (Message, if connected)
2. Objective: Provide value or context, not an ask.
3. Example: Thanks for connecting. Saw this article on [Market Trend] and thought you'd find it interesting given your work in [Industry].

Step 5: Contextual Email (Day 10)

1. Channel: Email
2. Objective: Connect two dots for the prospect, showing you've done your research.
3. Example:
   Subject: [Candidate's Company] <> [Client Company]
   Body: Noticed [Client Company] is looking for skills similar to what your team at [Candidate's Company] uses. Worth a brief chat?

Step 6: Breakup Email (Day 14)

1. Channel: Email
2. Objective: Politely close the loop and leave a positive impression.
3. Example:
   Subject: Closing the loop
   Body: Assuming the timing isn't right. I'll reach out again if a perfect-fit role comes across my desk. Best of luck.

The structure is the template; the content requires personalization. Generic, mass-blasted emails to candidates and clients get ignored and flagged as spam.

For Candidate Outreach: Personalize based on specific skills listed on their profile, recent projects, or technologies they've worked with. Reference something concrete that shows you're not just keyword-searching a database.

For Client Outreach: Personalize based on their company's recent hires, funding announcements, or specific open roles listed on their careers page. Frame your outreach around solving their immediate hiring problem.

Running this sequence for 10,000 prospects a month isn't a CRM problem; it's an infrastructure problem. Each inbox should send no more than 30-50 initial emails per day to stay under the radar of spam filters. At volume, this requires a fleet of dedicated inboxes and domains.

Recruiting agencies send to personal inboxes (Gmail, Yahoo, Outlook.com). This audience is more sensitive to deliverability issues than B2B corporate domains. Using primary domains is a massive risk—once Gmail flags your domain, your entire agency's deliverability suffers. This is why agencies rely on secondary domains + inbox rotation.

Manually rotating 50+ inboxes, tracking warmup schedules, and monitoring domain health is impossible. You need an infrastructure layer to automate it.

Tools like SuperSend exist to handle this infra and orchestration so teams don't have to duct-tape it inside a primary inbox. We manage the domain rotation, inbox warmup, and multi-channel execution automatically.