Cold messaging recruiters on LinkedIn can be an effective way to get your foot in the door for job opportunities, but only if done properly. Recruiters get many unsolicited messages daily, so you need to ensure your outreach stands out. Here’s what you need to know about appropriately cold messaging recruiters on LinkedIn.
Is Cold Messaging Recruiters OK?
Yes, cold messaging recruiters is generally acceptable if you do it professionally. LinkedIn is designed for networking and recruiting, so recruiters expect to be contacted by those seeking jobs or referrals. However, random spam messages are never well received. The key is crafting personalized messages that show you did your homework on the recruiter and role.
How to Cold Message Recruiters on LinkedIn
Follow these best practices when cold messaging recruiters:
1. Target Recruiters at Companies You Want to Work For
Only message recruiters at companies you’re genuinely interested in. View their employee profiles to find ones working in your industry or city. Avoid spamming every recruiter you can find.
2. Personalize Each Message
Copy-pasting the same generic message to every recruiter will likely be ignored. Review each recruiter’s profile and company website to include details that relate to them specifically. Use their name and company to personalize greetings.
3. Be Clear About Your Purpose
State upfront that you’re interested in opportunities at their company. Say why you’re reaching out to them specifically based on their background or experience. Being direct from the start looks confident.
4. Highlight Your Relevant Skills and Experience
Quickly summarize 2-3 of your top qualifications that make you a great fit for the company or position. Provide context on your background that is tailored to the recruiter and their open roles.
5. Close With a Call to Action
End by proposing next steps, such as requesting an informational interview to learn more about the company culture and available positions. Provide links to your LinkedIn profile or portfolio for them to review.
What to Include in Your Recruiter Message
Subject Line
Grab their attention with a short relevant subject like “Software Engineering Opportunities at [Company]” rather than just your name.
Greeting
Use their full name and company to show you did your research. For example, “Hi [First Name] from [Company].”
Introduction
Briefly explain why you’re reaching out and your interest in their company. Include any relevant connections you have in common on LinkedIn.
Body
Concisely highlight 2-3 selling points on why you’re a strong candidate. Mention specific skills, experiences, or results that align with their open positions.
Call to Action
Close by proposing a meeting, phone call, or next steps like reviewing your resume. Share any relevant links to profiles or work samples. Express appreciation for their time and consideration.
Signature
Sign off with your full name and contact info. A warm regards or thank you is polite.
LinkedIn Cold Message Do’s and Don’ts
DO:
- Keep messages under 300 words.
- Proofread for typos and errors.
- Use a professional tone.
- Make messages personal and specific.
- Highlight relevant qualifications.
DON’T:
- Use canned generic messages.
- Get too informal or use slang/emojis.
- Attach resumes or use attachments.
- Beg or plead for a job.
- Exaggerate or lie about qualifications.
LinkedIn Settings for Cold Messaging
Adjust your LinkedIn settings to enable effective cold outreach:
Profile Privacy
Set your profile visibility to “Public” so recruiters can view your full profile when you message them.
Show LinkedIn Skill Assessments
Display any LinkedIn Skills Assessment results to showcase your proficiencies.
Show Recruiter Badge
Enable the Open to Work setting to show recruiters you’re an active job seeker.
Cold Messaging Recruiters Examples
Here are two sample cold messages to recruiters:
Junior Level Candidate
Subject: Seeking UX Designer Role at Anthropic
Hi Camilla,
I hope this message finds you well! I’m a recent graduate of General Assembly’s UX design program with experience collaborating cross-functionally and conducting user research.
After reviewing Anthropic’s site and mission to create socially responsible AI, I’m particularly interested in opportunities to join your design team. Specifically, I’m impressed with Anthropic’s user-centered approach to conversational AI. Given my skills in user flows and prototyping, I think I would thrive supporting these initiatives.
I’d love to schedule a 15-20 minute call to learn more about Anthropic’s open design roles. Are you available sometime next week?
Looking forward to connecting further. Have a great rest of your week!
Regards,
Monica Li
Senior Level Candidate
Subject: Your Search for a New Backend Engineer
Hello Jamie,
We haven’t met, but I noticed Anthropic is looking to grow its backend engineering team according to your latest posts. I’m a lead engineer with over 7 years experience scaling cloud apps and mentoring junior developers.
In particular, my proven expertise in Node.js, AWS, and microservices architecture seems directly relevant to your open Senior Backed Engineer role. Beyond the technical skills, I excel at communicating complex software concepts and troubleshooting efficiently under pressure – both of which I gather are key for success at your rapid-growth startup.
I’d love to discuss whether there could be a potential fit. Would you have 20-30 minutes next Tuesday or Wednesday for a quick phone call? I can share my resume and we can talk in more detail.
Looking forward to your thoughts.
Best,
Nate
Following Up After No Response
It’s common for recruiters to not respond to cold messages. Follow up tactfully if you haven’t heard back after 1-2 weeks:
– Acknowledge the recruiter is likely very busy. Be understanding of their workload.
– Politely reiterate your interest in the company and in scheduling a meeting.
– Offer to provide any additional information that could help move the process forward.
– If you get no response after following up once, it’s best not to continue pursuing that specific recruiter.
When to Send Connection Requests
It’s fine to send an initial message without connecting first if the recruiter’s profile is public. However, follow these guidelines on sending connection requests:
- Only connect with recruiters you plan to actively engage with.
- Personalize the connection request note relevant to them.
- Wait until you’ve had some back and forth before sending a request.
- Don’t take it personally if the request is ignored or declined.
Expanding Your Job Search Outreach
While cold messaging recruiters can be effective, also leverage other job search techniques including:
- Applying directly to posted openings.
- Tapping into your existing network for referrals.
- Attending industry events, conferences, and meetups.
- Reaching out to hiring managers, not just recruiters.
- Following up with recruiters who engaged you about past roles.
Diversify your outreach across multiple channels and contacts. Persistence and patience are key.
Should You Pay for LinkedIn Premium?
LinkedIn Premium unlocks additional features that *can* aid cold outreach, but isn’t required. Key perks include:
- Seeing complete profiles of anyone, regardless of connection status.
- Knowing if your message was read.
- Contacting recruiters through InMail instead of regular messages.
- Seeing more recruiter search results and activity data.
However, the free version still allows unlimited profile views and direct messages. So Premium provides some advantages, but won’t drastically improve your results. Assess whether the $30-$100 monthly fee works for your budget.
Conclusion
Cold messaging recruiters on LinkedIn is acceptable if done professionally with personalized content. Stay patient through any non-responses and diversify your outreach strategy. With the right approach, cold messaging can expand your networking reach and land you that coveted interview.