These 3 recruiting cold email examples are so good, you will want them now!

These 3 recruiting cold email examples are so good, you'll want to steal them now!

How do you write a recruiting cold email that engages and compels top talent to apply? 2 weeks ago, Our CEO received a recruiting cold email from a Fortune 500 company to apply for a Documentum developer job, a role for which he applied 22 years ago. Ofcourse, our CEO immediately unsubscribed from their mailing lists, marked the email as spam and deleted the email. 

All passive candidates get cold emails from recruiters. They are usually very bad and rarely include any customization, personalization or even checked for recency of a candidate experience. Often these emails are automated and they don’t have to suck.

At, we analysed 1000s of cold emails and graded them based on performance, readability, authenticity and consistency to the brand. Based on these learnings, we have put together a list of highly persuasive, guaranteed to get response emails that have helped sources engage with the best available candidates faster. These cold emails are so good, you will want to steal them. 

Getting the basics in place

Lead with your employer brand

Your employer brand is the glue that holds the entire candidate experience together. Use the brand tone, language and phrases consistently across your emails.

Personalization works

Research about the candidate and gather information about their career path that aligns to the career growth opportunities at your company. Use this information to craft a personalized email that connects with the candidate.

Connect with “what makes your company special”

Most of us are competing for the same talent that big brands like Google are after. For small and medium companies, it’s a race for talent with our hands tied. Focus on answering two questions in a short sentence: a) what makes you different & attractive (your purpose, the reason you exist and thrive, impact you create, cool work you do, patents, awards & recognition, the way you treat people) and b) Your work that will best resonate with the candidate.

Keep your email simple

  • Subject line: make it short, intriguing and relevant to the content of your message.
  • Keep the email short – Maximum 120 words.
  • Make it readable – avoid jargon. Check it is easily understandable by an 8th standard student.
  • Verify to eliminate unconscious biases.

Right call to action matters

Your call to action will vary depending on the level of the candidate and the number of candidates you seek to hire. For example:

  1. Interest CTA: Works well for executive and senior management hiring. Asks for interest, not a meeting. Like, “Are you interested in learning more about X?”
  2. Meeting CTA: Works well for mid level hiring. Asks for a meeting using a specific day and time. Like, “Can you chat Friday at 2 PM PT?” OR, can you pick a date/time that works for you from the calendar below.
  3. Specific CTA: Works well for high volume hiring where you want the candidate to directly apply for the role. Like, “if you would like to learn more about the role and apply, please click on the link here to apply”.

Top 3 recruiting cold email templates for sourcing

Now that we have got our basics right, let’s look at some examples of awesome email templates for sourcing top candidates.

Recruiting cold email Example #1: Hyper personalized email to the individual

Rule: It’s not about you, it’s about the candidate.

This format works exceptionally well when engaging with senior level candidates. Once you start talking about you, your company and how great you are, senior people tune out. So, make the first reach out about the candidate.

Best practices:

  1. Use this approach only when you have credible and recent research about the candidate. 
  2. Use Interest CTA.

Subject line: RE: 5 ways onboarding impacts long term client retention


Hi Kayla,

I read your recent LinkedIn article “5 ways onboarding impacts long-term client retention”. I shared this article with our entire customer success team at [Company].

Given your passion for becoming the “voice of your customer within your company”, I can imagine how you must be coaching and leading your teams to become more customer centric and thus drive the growth of your organization.

Like you, we believe that building a strong customer success organization can unlock hyper growth at an early stage, hyper growth companies like [Company].

Would you be interested in learning more about the [Company] and our leadership team?

All the best,

James Anderson

Recruiting cold email example #2: Personalized email to passive candidates

Rule: Personalize your email based on candidate insights

This format works well when engaging with a selected group of passive candidates that matches with your job criteria. 

Best practices:

  1. Verify the name, experience and recency of the experience right.
  2. Use meeting CTA.
  3. Make sure your signature includes all necessary information for the candidates to reach you and also set up a meeting with you.

Subject line: Hey Jasmine, Data Science Lead opportunity at [Company]

Hi Jasmine,

I was looking for Data Science Leaders and your profile popped up on LinkedIN. I noticed that you attended the Databricks Data & AI summit 2023, how was it for you?

I am currently looking for a Data Science Lead to join our Data & AI team. [Company] is developing solutions to make AI algorithms free of unconscious biases to build a more equitable world for us all. I believe your work on responsible AI will be a great fit for this role.

If you’re interested in learning more, I’d love to connect. Would you be available for a quick phone call on Friday at 12:30 PM ?

Best Wishes,

Virat Kohli

[Email] | [Phone] | [LinkedIN | [Calendar]

Recruiting cold email example #3: First touch sourcing / recruitment Email

Rule: Send personalized emails to candidates who you would like to have as an actual applicant.

When you are reaching out to candidates for the first time, be clear and engaging in your approach. Make sure you have reviewed the candidate profile and qualified them prior to sending out an outreach email. 

Best practices:

  1. Include “how did you find out about the candidate”.
  2. Include “the role you would like them to apply for”.
  3. Include “why would they be a good fit for the role”.

Subject line: User Experience Lead opportunity at [Company]


Hi Ross,


I saw your profile on [Website/platform], and I found your achievements with [Skills that caught your eye] quite impressive!

[Company] is a fast growing company creating conversational AI software for customer support. We recently closed a $50M Series C round lead by [FundName].

[Company] is currently looking for a talented [Job_title] like you to join our team.  

If you’re interested in learning more, please check the job page here.

On this page, you will find a video by our Chief Design Officer, talking about leading innovation through design. You can also apply for the job using the  “apply” button on the page.

We look forward to your application.


Best Wishes,


[Email], [Phone], [LinkedIN]



Now you have learnt about how to write persuasive cold emails to attract candidates. You also checked out the best performing email templates. Next step, get started!


Krita is a generative AI copilot for talent acquisition teams. Krita helps companies auto generate persuasive recruiting cold emails for talent acquisition at scale. The emails are AI generated, tailored to the brand, personalized for the candidate and optimized for performance.

Write to us at to learn more.

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