When a role pays below market, put the range in the first message, name the one thing the role offers instead, and write to the people that trade suits, so everyone who replies already knows the number.

Keep your own employees out of every agent-run outbound search, settle manager notice, eligibility, and confidentiality in writing, and have a named person send any employee the first message.

When an agency runs many mandates at once, tie every message to one client and one role, check who at the agency has approached the candidate before you enroll them, and give a second client’s role a week.

A recent promotion changes when you should write to a candidate and what you should say first. Hold the first message for six months unless your role is a clear step up, and open with the new title when you do write.

You can find a recruitment email template in minutes. Getting a candidate to answer it is harder, and that comes down to the line about the candidate: why you’re

An unanswered follow-up in a spam folder reads like a candidate who said no. Five sender checks to run before a candidate sequence starts, and what to watch once it runs.

Where to draw the line between what AI writes for each candidate and what stays word for word, the evidence rule for generated lines, and the review to run before anything sends.

Before rewriting a candidate follow-up, verify the send and the thread. Then ask whether the sequence stopped when the candidate answered.