Candidate Relationship Management

Let me tell you about two clients I will never forget. One had been with his company for 23+ years. He had just received a glowing appraisal. The following week? Called into a meeting and told his role was being moved to HQ in the US and that a replacement had already been found. Another had been with her company for six years. She went on maternity leave, returned to a new manager, and within three weeks, was told she was no longer a good fit. Both of them were loyal, hardworking, and high performers. Neither saw it coming. Your career is yours to manage. And one of the most powerful habits you can build? Update your resume every 6 months. Here’s why that matters: 1. You’re always ready. Whether it’s an internal opportunity, a recruiter call, or a surprise restructuring, you won’t be starting from scratch when it counts. 2. It forces reflection. Can you point to a measurable achievement from the last 6 months? No? Then maybe it’s time to rethink your impact and speak up. If it’s been 12 months and your resume looks the same… That’s not a resume problem. That’s a career stagnation problem.

We analyzed 650M candidate profiles and discovered something shocking: multi-person outreach sequences increase response rates by 2X, yet only 20% of recruiting teams use this approach. Most teams are doing recruiting outreach completely wrong. They have one recruiter send all messages in a sequence. Candidates ignore them. At Gem, we've tested this obsessively across thousands of companies. The data is clear. Here's what actually works: 1. First message: Recruiter introduces the opportunity 2. Second message: Hiring manager shows personal interest ("I was catching up with Nolan from recruiting, who mentioned your name...") 3. Third message: VP or executive adds credibility It works because it turns cold outreach into something that feels high-touch and personal. For startups without established talent brands, this is even more critical. When passive candidates are evaluating YOU more than you're evaluating them, having multiple team members vouching for them makes all the difference. We tested dozens of sequence variations. The highest performer? A 4-stage sequence using email (not InMail) with 3 follow-ups from different people. This approach increased positive response rates by 68%. I saw this firsthand at Gem and before that at Dropbox. The best recruiters always leverage hiring managers in outreach. Everyone else is leaving responses on the table.

𝗝𝗼𝗯 𝘀𝗲𝗮𝗿𝗰𝗵 𝗔𝗕𝗖: 𝗦𝗵𝗼𝘂𝗹𝗱 𝗜 𝗿𝗲𝗮𝗰𝗵 𝗼𝘂𝘁? There isn`t a simple yes or no. It depends. 👉 I get swamped with LinkedIn messages from candidates daily. I want to help, support, and guide, but my time is limited. My priority are my business leaders. Their needs will always come first. In large hiring organizations, there are hundreds of Talent Acquisition partners working on scopes of roles, often times regionally or globally. Unless the name is listed on the job post, it’s hard to know who’s the right contact. And even if you find them - they still need to follow the same process to ensure fairness. 👉 I appreciate the interest and pro-activeness. (And yes, I’ve seen it work firsthand!) 👉 But many cold messages feel demanding: “Find me a job.” “Review my CV.” “Schedule a call.” That’s not realistic. And it’s not respectful of someone’s time. When Sam Struan posted his take on this, I loved how well he framed it. Here’s my spin on his advice. 𝗦𝗲𝗲 𝗮 𝗽𝗼𝘀𝘁𝗲𝗱 𝘃𝗮𝗰𝗮𝗻𝗰𝘆? 🔜 𝗔𝗽𝗽𝗹𝘆 𝗼𝗻 𝘁𝗵𝗲 𝗼𝗳𝗳𝗶𝗰𝗶𝗮𝗹 𝘀𝗶𝘁𝗲 𝗳𝗶𝗿𝘀𝘁. Then, consider outreach to increase your chances. But don’t expect someone to create a role just to hire you. Here’s a message that works: “Hi [Name], I recently applied for the [Job Title, Requisition #] role at [Company]. In my current/previous role at [Company], I worked on [specific achievement], which aligns with [Company]’s focus on [area]. If this role falls into your scope or my background sparks interest, I’d be glad to chat – but also happy just to stay connected here on LinkedIn. Thank you, [Your Name]” This works as an InMail or a connection request. 𝗛𝗲𝗿𝗲’𝘀 𝘄𝗵𝗲𝗿𝗲 𝗺𝗼𝘀𝘁 𝗴𝗼 𝘄𝗿𝗼𝗻𝗴: ❌ “Tell me who the hiring manager is!” ❌ “What time works for a call?” ❌ “Can you review my CV?” ❌ “Can you refer me?” These come off demanding.. You’re asking for time and support from someone who doesn’t know you yet. And you may not even be reaching the right person at all! ✅ Give the recipient a way out. ✅ Show respect for their time. ✅ Build connection, not pressure. No big news here: 𝘄𝗮𝗿𝗺 𝗼𝘂𝘁𝗿𝗲𝗮𝗰𝗵 𝗮𝗹𝘄𝗮𝘆𝘀 𝗯𝗲𝗮𝘁𝘀 𝗰𝗼𝗹𝗱 𝗺𝗲𝘀𝘀𝗮𝗴𝗶𝗻𝗴. Find a warm intro. Or engage with their content. Comment. Support. Share your views. Then reach out. 𝗦𝗼… 𝗱𝗶𝗿𝗲𝗰𝘁 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵: 𝗬𝗘𝗦 𝗼𝗿 𝗡𝗢? Let’s hear your take. Share your stories! 𝗣.𝗦. More FAQs in the comments! Ask yours too!

Over the past 9 years, I’ve acquired 1,000+ clients for my agencies. If I were starting over today, here’s exactly how I’d land my first 10 clients: Step 1: Start with the right data The biggest challenge when starting out? Finding highly targeted prospects who are ready to buy. Here’s how I’d solve that: Google Maps. Yes, I said Google Maps. Why? Because it’s an untapped goldmine for qualified leads. With over 4,000 B2B categories, it’s packed with local businesses and SMBs often overlooked - or missing - from LinkedIn. These are hidden gems waiting to be discovered. Scrap (https://scrap.io/s/9MYK) transforms this goldmine into actionable leads by extracting from Google Maps listings: - Emails, phone numbers, & websites - Social media profiles - Website technologies - Even Google Maps ratings & reviews Filter and focus on your ideal targets in just 2 clicks. For example: - Restaurants with 4+ ratings but no Instagram. - Local businesses with websites but no ad pixels. - SMBs in specific niches or locations. Scrap’s real-time data extraction ensures you always have the most accurate info - and it’s available as a Chrome Extension for instant insights. Step 2: Personalize your outreach Generic outreach doesn’t work - relevance is everything. Try this playbook: - Subject Line: Use something attention-grabbing like “Quick question about [business name]” or “Idea for [service].” - Personalize: Reference their Google Maps reviews, website, or niche. For example: “Congrats on your 4.9-star rating - I can see why people love your café.” - Partner Up: “I help cafes like yours boost foot traffic through email marketing. I noticed a few opportunities I’d love to share.” - CTA: End with a low-pressure ask: “Does this sound worth exploring?” Pro Tip: Pair the emails from Scrap (https://scrap.io/s/9MYK) with LinkedIn outreach - connect or engage with their posts to build trust. Step 3: Stay consistent and scale your efforts Build momentum through persistence: - Follow Up: Most responses come after the 2nd or 3rd touch. Example sequence: Email → LinkedIn connect → Follow-up email → Call. - Track Metrics: Monitor open rates, replies, and booked calls. Aim for a 20%+ email response rate and 10%+ meetings booked. - Leverage Referrals: Once you’ve landed a few clients, ask, “Know anyone else who might benefit?” and share testimonials like, “We helped a local coffee shop grow foot traffic by 20% in 30 days.” - Automate: Use Scrap for fast lead gen and a CRM to manage outreach. Recap: - Use Scrap (https://scrap.io/s/9MYK) to turn Google Maps into a lead-gen machine for local businesses, SMBs, and niche prospects. - Personalize your emails with insights and a clear CTA. - Stay consistent by following up, tracking results, and leveraging referrals. - And remember: Your first 10 clients lay the foundation for scaling. #ScrapPartner

In countries where trust takes longer to build (as is the case of most Asian markets), the most effective approach I’ve found is to bring real business to the table without expecting anything in return. If someone seems valuable, introduce them to a client, a partner, or an investor. Don’t ask for a favor or a cut. Just deliver. If they choose to reciprocate, that’s a green flag. If they don’t, that’s fine too because the point isn’t immediate return. It’s accelerating trust. All other forms of relationship-building, e.g., dinners, drinks, small talk, are way less valuable in comparison to this. Nothing builds goodwill like showing you can make people money while operating with integrity.

By now, you already know: the best roles are rarely filled through job boards. They’re filled through relationships. Over the years, I’ve refined a method I call the “Strategic Access Framework.” Here’s how it works: 1️⃣ Identify the right people inside your target company Don’t just think about recruiters. Instead, ask: Who has insights about the team, culture, and challenges I want to be part of? These are the leaders and decision-makers worth building a connection with. 2️⃣ Initiate a conversation to learn, not to pitch Set up meetings with genuine curiosity. Ask about the company’s direction, leadership priorities, and what success looks like in their roles. When you focus on learning, you naturally leave a stronger impression. 3️⃣ Position yourself for a referral Referrals don’t happen by accident. They come from thoughtful conversations. By asking the right questions and sharing relevant experiences, you’ll naturally open the door for them to connect you to the right opportunity. 4️⃣ Nurture the relationship long-term A single meeting isn’t the end. It’s the beginning. Stay in touch, share insights, and keep the dialogue going. That way, when opportunities arise (and they will), your name is already top of mind. I’ve seen professionals land interviews and offers within weeks by applying this approach. The key is to stop relying on online applications and start investing in the relationships that drive hiring decisions.

Here’s my gift to anyone job searching in 2024. Exactly how to break out of infinite resume dropping. (including the exact framework I used to get 3 VP offers in 2023) Save this. And repost for others. 1: What not to do ❌ It’s tempting to drop a resume for every job. Just stop dropping your generic resume. 2: Prioritized list 📋 Create a list of the top 10 jobs for you. Make them one’s that have everything you want. Don’t just satisfice for any job you’re qualified for. 3: The golden rule for each application ✨ More work → more results If you want to get noticed and get an interview, you’ll need to outwork similarly qualified candidates. Now… This is already sounding like a lot. You’re busy with your job, friends, and family. This is the part where most career coaches would tell you some very specific scripts to scale. If you want that, use ChatGPT. My way? It’s more effort. And, it normally costs hundreds in fees. Today, it’s free. Here’s my process to get 50+ mentees the jobs of their dreams in 2023. Ready? 4: Gift: My 3-step framework for outworking other applicants 🎁 I believe there are 3 main dimensions of customization to 80/20 into your dream job. 3 customizations: • Resume • Cover Letter • Outreach Now, I also believe that application reviewers can see through candidates who aren’t qualified. (And most people really struggle with feeling qualified.) Here’s your next task: Pull up the job description and identify all your weaknesses. a. Do you have the functional expertise? b. The domain expertise? c. Seniority? You want to address those. Let’s do it together? Candidate Alisha has 3 years PM experience in a public B2B tech company. She’s applying for a job at Meta on their Instagram Reels team. ↳ She doesn’t have consumer experience. ↳ She hasn’t worked in video as a PM. ↳ She has the 3 years they want. The areas to address are: her consumer and video experience. Luckily, there are other things in her life besides her full-time work. ↳ She managed her college dance teams’ socials. ↳ She made over 10 viral Reels. ↳ She interned at TikTok. Now, it’s time to build her customized plan. • In her resume, she’ll add the tiktok internship as a full section. She’ll also highlight the dance team’s viral videos. • In her cover letter, she’ll identify some tangible problems as a PM she could solve based on those experiences. • In her outreach, she’ll reach out to former dancers who she has a semi-warm connection to who work at Instagram. There. A fully customized plan to get an interview. For a job that pays 1.5x what she makes now. 5: Bonus 🙌 If she really wanted that job, she could create a quick work product. She can include this in her outreach. (I always do this.) In summary: Customized outreach → More interviews. Good luck in 2024, friend! Repost this ♻️ for others too please. Appreciate you! P.S. What’s your favorite part of the above (1-5)?

This 1-Page Strategy Got Our Client Job Offers In The U.S. & Europe. (Steal It For Yourself In 5 Simple Steps): Context: From Zero To Multiple Interviews When this client joined, they were trying to relocate to the U.S. from Germany. Despite customized resumes, InMails, and pitch decks, nothing was working. Then they were laid off, triggering visa issues and financial urgency. That’s when we got tactical: 1. Tailored By Region They realized every job market has its own rules. In the US, personal outreach with video intros worked best. In Europe, online applications through company portals got more responses. We tracked the inputs and outputs for each region and created playbooks to match. 2. Built Strategic Value Pitches They picked their top 10 dream companies. Then, they researched each company’s challenges using news, earnings reports, and team posts. From there, they crafted a 1-page “Value Validation Project” tailored to each company. 3. Included Actionable, Job-Aligned Ideas Each Value Validation 1 Sheet shared: – 3 problems the company/team might be facing – 3 strategic solutions they could implement – 1-2 outcomes the client had driven in past roles They kept it short, value-driven, and visually clean. 4. Paired It With Personalized Emails Instead of sending a generic resume, they emailed hiring managers directly. Each email included: – A short personal note – A link to the Value Validation – An offer to walk them through it One recruiter even responded: “No one’s ever sent me something like this before.” 5. It Reignited Ghosted Conversations When a promising lead went dark, the client followed up with a Value Validation Project.  The message? "I know things get busy. I pulled this together based on what I know about your team. Thought it might be useful." That reengaged a top employer and led to a new round of conversations. The Result? International Interviews & An Awesome Offer This system led to interviews across the US and Europe, as well as a US-Based offer. Our client told us: "The program gave me perspective, speed, and support when I needed it most." 🌍 Our client Shruti used this exact system to move from Germany to the US, landing a Talent Acquisition Manager role. 👉 Book a free 30-min Clarity Call to see how we’d map this to your international job search: https://lnkd.in/gdysHr-r

Over 20 years of running companies, I’ve seen three traits that consistently separate the top salespeople: volume of activity, personalized outreach, and delivering value in every interaction. In a world of AI and automation, these things are more important than ever. Volume of activity There is a strong correlation between the number of calls, emails, and LinkedIn messages a salesperson sends and the number of meetings they book. That was true 20 years ago and it’s true today. At my first company, we didn’t have dialers. Reps manually punched in every number, I know… old school. One rep asked for a headset so he could move faster. He instantly doubled his daily dials and exceeded every goal we set. Today, there are more channels, more tools and more noise than ever, but the best reps know how to leverage automation to consistently execute a high volume of activities against the right accounts. Personalized outreach This is important because just pure volume isn't going to do it. You need to have strong personalization to your outreach to get people's attention because so much is being written by AI, is templated, etc. The best reps do real research on their prospects and use it to tailor their message. This might include referencing a shared connection, a recent announcement, or even a personal interest (I’ve seen reps find crazy stuff about prospects with some basic internet stalking). One of the best outreaches I ever received came from a rep at a bank who had been trying to get my attention. He sent a package with a framed New York Times article I was featured in, along with a handwritten note about why it resonated with him. He showed me I wasn’t just a name on a list. I had to take the meeting. Value in every interaction High activity and personalization go a long way, but the best reps consistently bring value to every conversation. That might mean sharing relevant trends, customer stories, or internal research. Most reps forget that even if they’ve never done the job their prospect does, they speak to more people in that role than most practitioners ever do. Sometimes it means connecting prospects with people or ideas they wouldn’t otherwise access, like the rep’s CEO or a high-profile customer. One of my top reps had a gift for becoming a kind of therapist. She would listen closely, reflect what she was hearing, and share examples of others facing similar challenges. It helped prospects feel understood. But all of it has to tie back to the value your company and product can deliver. When reps get this right, prospects actually look forward to their calls. The most interesting thing is that I have been saying this for many years to every rep I work with and only a very small portion will actually do these things. The truth is that none of this is easy. It takes time, effort, and discipline. But these are the three things that set the best apart.

Your prospect has 147 unread emails. Yours just got added to the pile. What makes them open YOURS instead of the other 146? After sending thousands of cold emails and generating over $700M in sales throughout my career, I've identified the #1 mistake destroying most cold outreach: ZERO RIGHT PERSONALIZATION. Most reps "spray and pray". Sending the same generic template to 1,000 prospects hoping something sticks. Then they wonder why their response rate is 0.5%. Here's the cold email framework that consistently gets 20%+ response rates:  → Make your subject line about THEM, not you. Use recent news, achievements, or common pain points to spark curiosity. Example: "Your Inc 5000 ranking" or "Austin expansion" 1. Keep your email so simple it doesn't require scrolling. It MUST be mobile friendly, as 68% of executives check email primarily on their phones. 2. Use this 3 part structure:  → Personal opener: "Hey [Name], [specific personalization about them]"  → Show understanding: "In chatting with other [title] in [industry], they're typically running into [pain point]"  → Soft CTA: "Got a few ideas that might help. Open to chat?" 3. Research these personalization sources: • Company website (values, mission page) • Press releases • LinkedIn activity • Earnings transcripts (for public companies) • Review sites The hardest territory to manage isn't your CRM. It's the six inches between your prospect's ears. They don't care about your product. They care about THEMSELVES. Recently, one of my clients was struggling with a 1.2% response rate on cold emails. We implemented this framework, and within 2 weeks they hit 17.4% - with prospects actually THANKING them for the personalized outreach. Find your sweet spot on the personalization spectrum. You can't do hyper personalized video for everyone, but you can't blast the same generic template either. — Hey reps… want another cold email strategy? Go here: https://lnkd.in/gKSzmCda