This is the cold email plan we'd run for an employer branding agency that serves one industry. Hiring is public. Job posts and reposts and Glassdoor reviews show you which companies struggle to hire before you say a word.
Your market is every company in your industry that hires nonstop. Healthcare operators and staffing firms and manufacturers with plants to staff and trucking fleets of real size.
These are the signals worth looking for.
The same job posted again and again on LinkedIn and Indeed. A role that won't fill costs them each week it stays open.
A long list of open jobs means hiring is the bottleneck on growth.
A low rating or reviews with no replies. Candidates read those before they apply.
A careers page that is only a list of jobs. No photos of real people and no reason to pick them.
A new facility or community opening needs a whole team hired quickly.
A job post for a recruiter or a talent acquisition lead means the problem is known and growing.
Lead with the role and how long it has been open.
Lead with their open role count.
Lead with their rating or the reviews with no reply.
Lead with the opening and the team it needs.
Nurses and machinists look for different things in a job. Keep them in separate campaigns.
A Loom of applying to one of their jobs on a phone from start to finish. Mark each point where a candidate would give up.
It works because they have never applied to their own job. The fixes are the work.
Their careers page redesigned as a one page concept using real employee quotes from their Glassdoor reviews.
It works because they see their own people selling the job. Building the real page is the project.
Rewrite their five hardest to fill job posts free. Make them read like a person wrote them and give the real reasons to work there.
It works because they can post them the same day and watch the applications. The full employer brand is the project.
Deliver within a week of the call.
Hi {{first_name}},
The {{job_title}} role at {{company}} has been reposted since {{first_post_month}}.
We help {{industry}} companies hire faster. Rewrote the post to show what I'd change.
Want to see it?
{{sender_first_name}}
Hi {{first_name}},
{{company}} has {{review_count}} Glassdoor reviews and none of them have a reply.
Candidates read those before they apply. Drafted replies to the most recent ones.
Useful?
{{sender_first_name}}
Hi {{first_name}},
We help {{industry}} companies become the place people want to work.
{{proof_line}}
Worth a conversation?
{{sender_first_name}}
Swap {{proof_line}} for one real result of your own. A role that filled faster after your work. If there is no result yet then leave the line out.
At smaller companies the owner or the HR director decides. At bigger ones it is the head of talent acquisition or the head of people.
Results depend on the offer and the list. Three outbound agencies that publish their own numbers land between one booked meeting per 1,000 people contacted and one per 2,000. One of them also tested 650,000 cold emails with a plain offer and got about 3 to 6 interested replies per 10,000 people.
Those are other people's numbers and not a promise about your market. Your market's number only comes from testing it.
We build and run this campaign for one agency per industry.
Thirty minutes on your market and how we'd reach it.