This is the cold email plan we'd run for an agency that runs job ads and hiring campaigns for one industry. Job boards show exactly who is hiring and how badly. Open role counts and reposts are the signal.
Your market is every employer in your industry that hires in volume. They already spend on job boards. The question is whether that money works.
These are the signals worth looking for.
LinkedIn and Indeed show how many jobs a company has open. A long list means hiring is their biggest problem.
A role reposted again and again isn't filling. The ad or the targeting isn't working.
Indeed marks sponsored jobs. A company paying to boost posts is already spending on hiring.
Apply to one of their jobs on a phone. A long form or a forced account signup loses candidates.
A new community or branch or terminal needs a whole team hired before it opens.
At smaller employers the owner or the HR director decides. At bigger ones it is the head of talent acquisition or recruiting.
Their hardest to fill job post rewritten with the targeting you would use to promote it.
It works because they can see the new version next to the old one straight away.
Walk through it on a 15 minute call. Pay and shifts and the real reasons people stay are details only they know and the rewrite gets much stronger once they share them. The campaign behind it is the retainer.
A recording of applying to their job on a phone with the time it took and the number of screens.
It works because they have never seen their hiring from the candidate's side.
Watch it together on a call. Some steps are required by their system and some can go and they'll know which. Fixing the path is part of the work.
Run a hiring campaign for their hardest role for 30 days. They pay for the ads. You build and manage it free.
It works because the applicants show up in their own system. Filling one hard role is the best case for filling the rest.
It starts with a 20 minute call to agree the role and the locations and get access to their job boards. Launch within a week of that call.
Each segment gets its own email because a specific email gets more replies than a general one. Split each segment by sub-industry too so the examples in the email fit the reader.
Keep each email under 100 words with one reason for writing and one line of proof and one offer and one question. The proof lines are examples of the kind of result to use. Swap in real results of your own before anything goes out.
Lead with their open role count. Offer the job ad rewrite.
Hi {{first_name}},
{{company}} has {{open_roles}} roles open on Indeed right now. {{job_title}} has been up since {{first_post_month}}.
We run hiring campaigns for {{industry}} employers only. Rewrote that post with the targeting I'd use.
A 12-location employer we work with filled 31 of these roles in six weeks with the same approach.
Want me to walk you through it?
{{sender_first_name}}
Lead with the role and how long it has been open. Offer the apply test.
Hi {{first_name}},
Applied to your {{job_title}} role on my phone. It took {{apply_time}} and {{step_count}} screens.
Candidates drop off on long applications. Recorded where it slows down.
Cutting a client's application to three screens doubled completed applications in its first month.
Want me to walk you through the recording?
{{sender_first_name}}
Lead with their sponsored posts and what else that budget could do. Offer the free campaign.
Hi {{first_name}},
{{company}} is paying to sponsor {{sponsored_count}} jobs on Indeed right now.
Happy to run a 30 day campaign for your hardest role free so you can compare. You'd cover the ad spend.
The same budget moved into a targeted campaign cut one client's cost per hire from $1,100 to $640.
Interested?
{{sender_first_name}}
Lead with the opening date. Ask for a call directly.
Hi {{first_name}},
Saw {{company}} is opening {{new_location}} in {{opening_month}}. That's a full team to hire before the doors open.
We fill hard to hire roles for {{industry}} employers. For a client's last opening we had 52 people hired and trained two weeks before launch.
Worth 15 minutes to plan the hiring push?
{{sender_first_name}}
Send two follow ups in the same thread three to five days apart.
Each reply should end in a booked meeting that actually happens. The lead magnet and the offer get delivered on that call and never go out as a file to read later.
The replies below cover the three ways people say yes.
They asked for the rewrite. The call adds the details only they know.
Hi {{first_name}},
Happy to. The rewrite gets much stronger once I know the pay and the shifts and why your best people stay. Fifteen minutes is enough to go through it and fill those in.
Does Tuesday at 10am or Wednesday at 2pm work?
{{sender_first_name}}
They want the free campaign. The call agrees the role and sorts out access.
Hi {{first_name}},
Great. I need 20 minutes with you to agree the role and the locations and get access to your job boards. The campaign launches within a week of that call.
Does Thursday at 11am or Friday at 3pm work?
{{sender_first_name}}
They said yes to a call. Tell them what they'll leave with so they show up.
Hi {{first_name}},
Perfect. I'll bring the roles {{new_location}} needs and a hiring timeline that works back from the opening. You'll leave knowing when each campaign needs to start.
Does Monday at 1pm or Tuesday at 9am work?
{{sender_first_name}}
Results aren't guaranteed and nobody honest can promise a number before the first emails go out. A few things decide how a campaign does.
The first few weeks show how the market responds. The list and the copy and the offer get sharper from there.
We build and run this campaign for one agency per industry.
This page is a starting point and a strategy we'd happily test ourselves. Working together gives us more context on your agency. That context lets us add better strategies and build better lists and offers and automations for you.
Thirty minutes on your market and how we'd reach it.