# hire-ai Outreach Pack **LinkedIn Cold Outreach -- 10 Messages by ICP Role** Target audience: Founders, HR leaders, talent acquisition teams, and operators at companies with 5-200 employees who are actively hiring or plan to within 90 days. Voice: Direct, empathetic, zero jargon. Acknowledge the pain before showing the product. Never pitch features -- pitch time saved or risk reduced. --- ## Message 1 -- Founder / CEO (Building First Team) **Target role:** Founder or CEO at a pre-Series A startup, 1-20 employees, opening their first few roles **LinkedIn message:** Hi [Name], first hires define the company. hire-ai reads every resume against your job req in 60 seconds and surfaces the 3 candidates worth your time. No spreadsheet needed. Free for your first 50 resumes -- worth a look? **Char count:** 232 --- ## Message 2 -- HR Director (SMB, 50-200 Employees) **Target role:** HR Director or Head of HR managing multiple open roles simultaneously **LinkedIn message:** Hi [Name], screening 100-plus resumes per role is not sustainable. hire-ai ranks every application by fit, flags dealbreakers, and cuts shortlist time by 80%. Teams your size swear by it. Want a 10-minute demo? **Char count:** 213 --- ## Message 3 -- Talent Acquisition Manager **Target role:** Talent Acquisition Manager or Senior Recruiter managing a live pipeline of 10-plus open reqs **LinkedIn message:** Hi [Name], top candidates drop off when first contact takes 72 hours. hire-ai auto-screens and surfaces qualified applicants within minutes of applying so your pipeline stays warm. Happy to show you how it works. **Char count:** 215 --- ## Message 4 -- Engineering Manager (Startup) **Target role:** Engineering Manager or VP Engineering hiring developers at a Series A or B startup **LinkedIn message:** Hi [Name], technical resumes look identical until you phone-screen them. hire-ai parses GitHub links, evaluates skills against your actual stack, and ranks engineers by real fit. Fewer wasted screens. Want to try it? **Char count:** 218 --- ## Message 5 -- Operations Director (Service Business) **Target role:** Operations Director or COO at a service company with frequent frontline hiring (field service, logistics, healthcare support) **LinkedIn message:** Hi [Name], first-90-day turnover is expensive. hire-ai screens for retention signals alongside hard skills so you stop hiring people who leave before they ramp. Free pilot on your next open role. **Char count:** 197 --- ## Message 6 -- Agency Owner (Creative / Marketing / Consulting) **Target role:** Founder or Owner of a 5-50 person creative, marketing, or consulting agency building out the team **LinkedIn message:** Hi [Name], hiring is the part of agency life nobody warns you about. hire-ai builds your shortlist in minutes, not days. Takes under 10 minutes to see the value. Happy to send a demo link. **Char count:** 191 --- ## Message 7 -- VP of People / Chief People Officer **Target role:** VP People, Chief People Officer, or Head of Talent at a Series A through C company **LinkedIn message:** Hi [Name], your team probably spends 6 hours per open role reading resumes before screening a single person. hire-ai cuts that to under 30 minutes without losing quality. Plugs into your existing ATS. **Char count:** 200 --- ## Message 8 -- In-House Recruiting Lead **Target role:** Lead Recruiter or Senior Recruiter managing 8-plus open reqs at a time **LinkedIn message:** Hi [Name], the best candidate for your current role probably applied 8 days ago and got buried. hire-ai re-ranks your backlog by fit score so no strong application goes unseen. Free on any active req. **Char count:** 201 --- ## Message 9 -- CEO Scaling Headcount Fast **Target role:** CEO at a Series A or B company that grew from 20 to 60 people in the last 18 months **LinkedIn message:** Hi [Name], every bad hire costs roughly 30 percent of their annual salary. hire-ai de-risks your funnel by screening on what actually predicts performance, not just keyword matches. Worth 10 minutes? **Char count:** 198 --- ## Message 10 -- Small Business Owner (First-Time Hiring) **Target role:** Small business owner with under 10 employees who has never hired before or has only done it once or twice **LinkedIn message:** Hi [Name], never hired before? hire-ai walks you through the process and surfaces the 3 candidates worth interviewing from your applicant pool. No HR experience required. Free for your first role. **Char count:** 196 --- ## Follow-Up Cadence (3-Touch Sequence) **Touch 1 (Day 1):** Send the opening message matched to the ICP role above. **Touch 2 (Day 4):** Add a short value signal. Example: "One thing hire-ai does that surprises most users -- it flags when a resume looks AI-generated so you know what you are actually reading." **Touch 3 (Day 9):** Final outreach. Example: "Last note from me -- if hiring is not a priority right now, no worries. When it is, hire-ai will be here: [URL]. Worth bookmarking." Do not send a fourth message without a reply. Three unanswered messages is the ceiling. --- ## Targeting Notes - Best send windows: Tuesday through Thursday, 8-10 AM or 1-3 PM in the recipient's local timezone. - Always personalize the [Name] token. Reply rates drop 40 percent without it. - On LinkedIn Sales Navigator, filter by: current role title + company headcount 10-200 + posted a job listing in the last 30 days. That last filter cuts noise significantly. - For Engineering Manager targets (Message 4), add a filter for "technology" industry and company stage seed through Series B. - For Agency Owner targets (Message 6), filter for industries: marketing and advertising, public relations and communications, design. - For Operations Director targets (Message 5), add: construction, logistics and supply chain, hospitals and healthcare, facilities services. --- ## ICP Priority Order Based on fastest path to a paid trial: 1. HR Director (Message 2) -- decision-maker, budget access, feels the pain daily 2. Talent Acquisition Manager (Message 3) -- power user, will champion internally 3. CEO Scaling Fast (Message 9) -- motivated by cost-of-bad-hire math 4. Engineering Manager (Message 4) -- niche but high pain, low competition for their attention 5. VP People (Message 7) -- longer sales cycle but higher ACV potential 6. Founder / CEO First Team (Message 1) -- high intent but may lack hiring budget 7. Agency Owner (Message 6) -- opportunistic, good for word of mouth 8. Operations Director (Message 5) -- responsive to ROI framing 9. In-House Recruiter (Message 8) -- influencer, not always buyer 10. Small Business Owner (Message 10) -- longest education cycle, lowest ACV