Most recruiters don’t struggle with sourcing talent. They struggle with getting a response.
Top candidates receive dozens of LinkedIn InMails every month—many of them well-intentioned, most of them ignored. The difference between an InMail that gets deleted and one that gets a reply is rarely the role itself. It’s the message.
Here’s a practical breakdown of what actually works when recruiters reach out to candidates on LinkedIn—and how to write InMails that feel personal, respectful, and worth responding to.
1. Personalization Is Not Optional Anymore
Candidates can spot a generic message instantly.
Effective InMails reference something specific and real:
• A recent role change
• A project they worked on
• A post they shared
• A clear career pattern
You don’t need multiple paragraphs of flattery. One thoughtful line that proves you looked at their profile is enough.
Generic:
“I came across your profile and thought you’d be a great fit.”
Personalized:
“I noticed you led the migration to AWS at Shopify—that kind of hands-on platform work stood out.”
2. Lead With Why They Should Care
Most InMails fail because they lead with the company instead of the candidate.
Candidates don’t open LinkedIn thinking:
“I hope a recruiter pitches me today.”
They’re thinking:
“Is this worth my attention?”
Strong InMails open with:
• Impact
• Growth
• Ownership
• Learning
• Influence
Your company can come later. First, earn curiosity.
3. Keep It Short and Scannable
Long InMails don’t get read—they get skimmed.
Best-performing InMails:
• Are 150–300 words
• Use short paragraphs
• Leave white space
• Make the ask clear
If it looks heavy, it feels heavy—and busy candidates move on.
4. Sound Like a Human, Not a Job Description
Professional doesn’t mean corporate.
Candidates respond better to InMails that sound:
• Curious instead of scripted
• Conversational instead of formal
• Thoughtful instead of salesy
Avoid buzzwords like rockstar, ninja, world-class, or game-changing.
Clear and honest always beats impressive-sounding.
5. Invite Curiosity—Don’t Oversell
Top candidates don’t want a pitch.They want options.
The goal of an InMail isn’t to close—it’s to start a conversation.
Frame your outreach as:
• An exploration
• A low-pressure intro
• An information exchange
When candidates feel no pressure, they’re far more likely to respond.
6. Be Clear About Why This Candidate
Flattery only works when it’s specific.Strong InMails connect the dots:
• “Your background in X aligns with this challenge.”
• “You’ve already solved problems similar to what this team is facing.”
• “Your career trajectory suggests you might enjoy this next step.”
This shows intention—not automation.
7. Use a Low-Friction Call to Action
Weak CTAs kill good messages.Avoid:
• “Let me know what you think”
• “Happy to chat sometime”
Instead, ask simple, low-commitment questions:
• “Would you be open to a brief exploratory chat?”
• “Is this worth a 15-minute intro?”
• “Should I reconnect later this year?”
Giving candidates an easy “no” often increases “yes” responses.
8. Respect Passive Candidates
Most strong candidates aren’t actively looking—and they don’t want to be treated like they are.Acknowledge reality:
• “You may not be looking right now…”
• “If timing isn’t right, no worries at all…”
This instantly lowers defenses and builds trust.
9. Timing (and Follow-Ups) Matter
InMails tend to perform best:• Tuesday to Thursday
• Early mornings or early evenings
If there’s no reply:
• Send one follow-up after 5–7 business days
• Keep it shorter than the original
• Add value or context—never “just checking in”
10. Measure What’s Working—and What Isn’t
Great recruiters don’t rely on intuition alone—they track outcomes.
Measuring InMail effectiveness helps you:
• Identify which messages get replies
• Improve subject lines and openings
• Spot patterns by role, seniority, or industry
At a minimum, track:
• Response rate per InMail
• Positive vs negative responses
• Performance by message template
• Results by timing and follow-up
Small changes—like a stronger first line or a softer CTA—can dramatically increase response rates when tested intentionally.
What Great LinkedIn InMails Have in Common
The best recruiter messages:
• Feel written for one person
• Respect the candidate’s time
• Create curiosity instead of urgency
• Make replying easy—even if the answer is “not now”
At the end of the day, great InMails don’t sell jobs.
They start conversations.
And conversations are where the best hires begin.
