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Industry playbook

LinkedIn outreach for Recruiting & Staffing

Who to target in Recruiting & Staffing, the angle that tends to work, a sample three-step sequence and a ready-to-paste prompt for building the campaign in ChatGPT or Claude.

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  • Build a LinkedCamp campaign draft for hiring managers, heads of talent and passive candidates in Recruiting & Staffing: 3 steps (invite with a short note, follow-up after acceptance, email if no reply after 5 days). Our offer is [OFFER]. Don't launch it; show me the copy first.

Paste into ChatGPT or Claude once it's connected to LinkedCamp. Replace [OFFER] with yours.

Recruiting & Staffing

How do you run LinkedIn outreach in Recruiting & Staffing?

To run LinkedIn outreach in Recruiting & Staffing, target hiring managers, heads of talent and passive candidates, lead with the role, the team and why the person fits. With LinkedCamp you can describe the audience to ChatGPT or Claude, review the draft sequence it builds, and launch from a dedicated IP within conservative limits.

Who to target

  • Hiring managers
  • Heads of talent
  • Passive candidates

The angle

Lead with the role, the team and why the person fits.

Sample sequence

The three steps the prompt asks for. The invite note is a template: fill the variables with facts about your own offer and prospect.

Campaign draft · Recruiting & Staffing
Illustrative
  1. 1. Invite with a short noteDay 0

    Hi {{firstName}}, your work on [project or skill] at {{companyName}} stood out. I'm hiring a [role] for [hiring company], [location or remote]. Open to connecting?

  2. 2. Follow-up after acceptanceAfter acceptance
  3. 3. Email if no reply+5 days
Draft · not launchedWaiting for your review

Context

What's different about selling to Recruiting & Staffing

  • Two audiences, two campaigns

    Candidates (often not looking) and hiring managers or heads of talent (for staffing firms winning clients) need different messages. Never mix them in one campaign.

  • Candidates want specifics early

    The role, the team, the location or remote policy, the pay range and why you picked them. A vague "exciting opportunity" gives them nothing to say yes to.

  • Your do-not-contact list matters

    Current clients' employees, recent placements and people already in process should be excluded before launch. Keep a blocklist and refresh it per campaign.

Example sequence

A 4-step Recruiting & Staffing sequence you can copy

Templates, not scripts. LinkedCamp fills the {{variables}} for each lead; replace every [bracketed blank] with something true about the prospect and your offer. Keep connection notes under LinkedIn's 200-character limit for free accounts once the blanks are filled.

  1. 1. Connection note Day 0

    Hi {{firstName}}, your work on [project or skill] at {{companyName}} stood out. I'm hiring a [role] for [hiring company], [location or remote]. Open to connecting?

  2. 2. Role details 1 day after acceptance

    Thanks for connecting, {{firstName}}. The role: [role] on the [team] team, owning [scope]. Range: [salary range]. Worth a 15-minute call, or not the right time?

  3. 3. Timing check +4–5 days, no reply

    Hi {{firstName}}, if timing is the issue, I'm happy to come back later. Would [month] be better, or should I not follow up?

  4. 4. Staffing firms: hiring manager note Separate campaign

    Hi {{firstName}}, saw {{companyName}} is hiring for [role family] roles. We place [role family] people in [region]. Would be good to connect.

Avoid

Common mistakes

  • Holding back the pay range until the call.
  • Sending one role to every title match instead of a short, relevant list.
  • Messaging candidates and client hiring managers from the same campaign.
  • Following up more than twice with a candidate who hasn't replied.

Running Recruiting & Staffing campaigns for clients?

Lead gen agencies can use this page as a client-vertical playbook. With the agency owner key, your assistant builds the draft in that client's sub-account.

LinkedCamp for lead gen agencies →
Client variant
  • For my client [CLIENT], who sells [OFFER] to hiring managers, heads of talent and passive candidates in Recruiting & Staffing: build a campaign draft in their sub-account with the same 3 steps, in their voice. Don't launch it; show me the copy first.

Should recruiters put the salary range in the first LinkedIn message?

If you're allowed to share it, yes. It answers the first question most candidates have and filters out mismatches before anyone spends time on a call. If you can't share a number, say what the range depends on.

Should candidate outreach and client business development use different LinkedIn accounts?

They can share an account, but keep them in separate campaigns with separate messages and lists. Candidates and hiring managers react to different things, and mixing them makes your results impossible to read.

Which LinkedCamp plan fits a recruiting team?

For recruiters who also want email follow-ups, Pro is usually the fit: $79 a month ($64 billed annually) with unlimited campaigns, LinkedIn and email steps and the Appointment Agent. Turbo at $69 covers LinkedIn-only outreach with 2 campaigns. Each extra LinkedIn account on Pro is $79 a month, and both plans start with a 14-day free trial.

More playbooks

Related industries

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