This is the cold email plan we'd run for an agency that runs job ads and hiring campaigns for one industry. Job boards show exactly who is hiring and how badly. Open role counts and reposts are the signal.
Your market is every employer in your industry that hires in volume. They already spend on job boards. The question is whether that money works.
These are the signals worth looking for.
LinkedIn and Indeed show how many jobs a company has open. A long list means hiring is their biggest problem.
A role reposted again and again isn't filling. The ad or the targeting isn't working.
Indeed marks sponsored jobs. A company paying to boost posts is already spending on hiring.
Apply to one of their jobs on a phone. A long form or a forced account signup loses candidates.
A new community or branch or terminal needs a whole team hired before it opens.
Lead with their open role count.
Lead with the role and how long it has been open.
Lead with their sponsored posts and what else that budget could do.
Lead with the opening date.
Drivers and nurses are found in different places. Keep the campaigns apart.
Their hardest to fill job post rewritten with the targeting you would use to promote it.
It works because they can post it today. The campaign behind it is the retainer.
A recording of applying to their job on a phone with the time it took and the number of screens.
It works because they have never seen their hiring from the candidate's side. Fixing the path is part of the work.
Run a hiring campaign for their hardest role for 30 days. They pay for the ads. You build and manage it free.
It works because the applicants show up in their own system. Filling one hard role is the best case for filling the rest.
Launch within a week of the call.
Hi {{first_name}},
{{company}} has {{open_roles}} roles open on Indeed right now. {{job_title}} has been up since {{first_post_month}}.
We run hiring campaigns for {{industry}} employers only. Rewrote that post with the targeting I'd use.
Want it?
{{sender_first_name}}
Hi {{first_name}},
Applied to your {{job_title}} role on my phone. It took {{apply_time}} and {{step_count}} screens.
Candidates drop off on long applications. Recorded where it slows down.
Should I send it?
{{sender_first_name}}
Hi {{first_name}},
We fill hard to hire roles for {{industry}} employers with job ads that reach the right people.
{{proof_line}}
Worth a conversation?
{{sender_first_name}}
Swap {{proof_line}} for one real result of your own. A role you helped fill and how long it took. If there is no result yet then leave the line out.
At smaller employers the owner or the HR director decides. At bigger ones it is the head of talent acquisition or recruiting.
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.