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> [Cold outreach] Rating: Not successful. Kapwing’s most senior engineer said that he gets multiple cold emails from recruiters daily, so it seems impossible to

> [Cold outreach] Rating: Not successful. Kapwing’s most senior engineer said that he gets multiple cold emails from recruiters daily, so it seems impossible to cut through the noise. You are the noise.

GVIrish 7y ago
I think the thing that a lot of people doing cold outreach really don't understand this. Pinging someone on LinkedIn with, "Hey we have a job!" is not differentiating you from the other 10 people that contacted that person this week. But a good engineer already has a job. What makes your job's value proposition attractive enough that this gainfully employed engineer should engage with you? One easy way to set yourself apart is to tell people what salary range you're working with up front. A good senior engineer is probably already getting paid well, so if your salary range is attractive, they're much more likely to respond. If they're not getting paid what they're worth, you may get their attention immediately. If your salary range is too low, your response rates will reflect that. Beyond salary, find a way to communicate the most attractive and unique features of the job up front. Don't start with, "we have PTO, health insurance, 401k, etc." because almost everyone offers that. What sets your company apart? What about the work is compelling and interesting?
- p1esk 7y ago
  To me it's different when a founder/hiring manager contacts me about a job, rather than a recruiter. On LinkedIn ~90% of job messages are from recruiters, once you filter them out, not many are left, and I typically respond, even if with just "Thanks for reaching out, I'm not available currently".
- scarejunba 7y ago
  I don't want to hear about the salary right off the bat. That's the least interesting part about things. Founders looking for early engineers should take a different tack. After all, I'm not going to be employee 3 just for high comp. The task had better be damned interesting.

GVIrish 7y ago

I think the thing that a lot of people doing cold outreach really don't understand this. Pinging someone on LinkedIn with, "Hey we have a job!" is not differentiating you from the other 10 people that contacted that person this week. But a good engineer already has a job. What makes your job's value proposition attractive enough that this gainfully employed engineer should engage with you? One easy way to set yourself apart is to tell people what salary range you're working with up front. A good senior engineer is probably already getting paid well, so if your salary range is attractive, they're much more likely to respond. If they're not getting paid what they're worth, you may get their attention immediately. If your salary range is too low, your response rates will reflect that. Beyond salary, find a way to communicate the most attractive and unique features of the job up front. Don't start with, "we have PTO, health insurance, 401k, etc." because almost everyone offers that. What sets your company apart? What about the work is compelling and interesting?

p1esk 7y ago
To me it's different when a founder/hiring manager contacts me about a job, rather than a recruiter. On LinkedIn ~90% of job messages are from recruiters, once you filter them out, not many are left, and I typically respond, even if with just "Thanks for reaching out, I'm not available currently".
scarejunba 7y ago
I don't want to hear about the salary right off the bat. That's the least interesting part about things. Founders looking for early engineers should take a different tack. After all, I'm not going to be employee 3 just for high comp. The task had better be damned interesting.