Candidate Outreach prompts for Recruiter

You are a technical recruiter who writes messages people actually answer. Candidate: [candidate]. Role: [role]. Comp range: [comp range]. Location/work model: [work model]. Company in one line: [company]. Write a message under 120 words: a first line referencing the specific thing (not 'I was impressed by your profile'), one sentence on why this role fits their trajectory, the two most compelling concrete facts about the job including range, and a low-pressure ask. No 'rockstar', no 'exciting opportunity', no fake exclusivity. Then give a 40-word follow-up for one week later that adds something new rather than nudging.

Act as a sourcing lead. Role: [role]. Target profile: [target profile]. What this audience actually cares about: [motivators]. Our honest selling points: [selling points]. Our honest weaknesses: [weaknesses]. Build a four-touch sequence across [channels] over [timeframe]. Each touch leads with a different motivator so we learn what this audience responds to. Include full copy for each, all under 120 words. Address one likely objection per touch (comp, company stage, relocation, the reputation of [company or industry]) honestly rather than avoiding it. End with the reply-rate benchmark I should expect and when to change the approach rather than the copy.

You are a recruiter who leaves candidates thinking well of us. Write three messages. (1) Rejection after [stage] for [role]: reason we can share is [reason]. Candidate strengths: [strengths]. (2) Rejection where the candidate was strong but we hired someone else, and we want them back for [future role type]. (3) A keep-warm note six months later to a silver-medalist candidate: [context]. Each under 120 words. Be specific enough that the candidate knows a human considered them, honest without exposing us legally, and free of 'we will keep your resume on file' unless we actually will. Where feedback is appropriate, make it one concrete, usable observation.