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.
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.
A recording of applying to one of their jobs on a phone from start to finish with each point where a candidate would give up marked.
It works because they have never applied to their own job.
Watch it together on a 15 minute screen share. Some steps are there for legal reasons and some are just habit and they'll know which. 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.
Show it on a call because they'll want to check the quotes and the promises before anything goes public. 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 week and watch the applications. The full employer brand is the project.
It starts with a 20 minute call to hear what the best people in those roles actually like about the job. Deliver within a week of that call.
Each segment gets its own email because a specific email gets more replies than a general one. Split each segment by sub-industry too so the examples in the email fit the reader.
Keep each email under 100 words with one reason for writing and one line of proof and one offer and one question. The proof lines are examples of the kind of result to use. Swap in real results of your own before anything goes out.
Lead with the role and how long it has been open. Offer the free rewrites.
Hi {{first_name}},
The {{job_title}} role at {{company}} has been reposted since {{first_post_month}}.
We help {{industry}} companies hire faster. Happy to rewrite that post and four others free so you can see the difference in applications.
Rewritten posts doubled applications for a client's hardest role within three weeks.
Interested?
{{sender_first_name}}
Lead with their rating or the reviews with no reply. Offer the careers page mockup.
Hi {{first_name}},
{{company}} has {{review_count}} Glassdoor reviews and none of them have a reply. Candidates read those before they apply.
Mocked up a careers page using the best quotes from your own reviews.
A client that rebuilt its careers page this way cut its time to hire from 41 days to 26.
Want me to walk you through it?
{{sender_first_name}}
Lead with their open role count and the apply test. Offer the candidate's view.
Hi {{first_name}},
{{company}} has {{open_roles}} roles open right now. Applied to one on my phone and recorded it. It took {{apply_time}} and {{step_count}} screens.
A shorter apply path lifted completed applications for a client by half in the first month.
Want me to walk you through the recording?
{{sender_first_name}}
Lead with the opening and the team it needs. Ask for a call directly.
Hi {{first_name}},
Saw {{company}} is opening {{new_location}}. That's a whole team to hire before the doors open.
We help {{industry}} companies become the place people want to work. For a client's last opening we filled 38 roles in five weeks.
Worth 15 minutes to plan the hiring push?
{{sender_first_name}}
Send two follow ups in the same thread three to five days apart.
Each reply should end in a booked meeting that actually happens. The lead magnet and the offer get delivered on that call and never go out as a file to read later.
The replies below cover the three ways people say yes.
They asked for the recording or the mockup. The call sorts what must stay from what can go.
Hi {{first_name}},
Happy to. Some of those screens are probably there for a reason and you'll know which ones can go. Fifteen minutes on a screen share is enough to go through the recording.
Does Tuesday at 10am or Wednesday at 2pm work?
{{sender_first_name}}
They want the free rewrites. The call collects what their best people like about the job.
Hi {{first_name}},
Great. I need 20 minutes with you to hear what your best people like about those roles. The five posts come back within a week of that call.
Does Thursday at 11am or Friday at 3pm work?
{{sender_first_name}}
They said yes to a call. Tell them what they'll leave with so they show up.
Hi {{first_name}},
Perfect. I'll bring the roles {{new_location}} needs and a hiring timeline that works back from the opening date. You'll leave knowing when each post needs to go live.
Does Monday at 1pm or Tuesday at 9am work?
{{sender_first_name}}
Results aren't guaranteed and nobody honest can promise a number before the first emails go out. A few things decide how a campaign does.
The first few weeks show how the market responds. The list and the copy and the offer get sharper from there.
We build and run this campaign for one agency per industry.
This page is a starting point and a strategy we'd happily test ourselves. Working together gives us more context on your agency. That context lets us add better strategies and build better lists and offers and automations for you.
Thirty minutes on your market and how we'd reach it.