LinkedIn InMail Templates for Recruiters: 15+ Messages That Get Responses

You have 150 InMail credits. You spend them all reaching out to perfect candidates. You get 3 responses.

That's a 2% response rate—the industry average for cold recruiting InMails. You just wasted 147 credits on messages that never stood a chance.

The problem isn't your targeting. It's your messaging. Most recruiter InMails follow the same tired formula: generic opening, job description dump, vague call-to-action. They read like spam because they are spam—just with a recruiter's name attached.

This guide gives you 15+ proven InMail templates that actually get responses, plus the frameworks to personalize them at scale. These aren't theory—they're messages that have generated response rates between 15-30% across thousands of recruiting conversations.

Why Most Recruiter InMails Fail (And What Works Instead)

LinkedIn's data shows the average InMail response rate is just 10-15% for recruiting messages. But that number masks huge variation:

Bottom performers: 2-5% response rate Average recruiters: 10-15% response rate Top performers: 25-40% response rate

What separates the top 10%? Three things:

1. They Lead With Value, Not Asks

Typical recruiter InMail:

"Hi John, I came across your profile and think you'd be a great fit for a Senior Engineer role at our company. Would you be open to a quick call?"

High-performing InMail:

"Hi John, I noticed you built the recommendation engine at TechCorp—that's exactly the kind of work we're doing with our new ML platform. Even if you're not looking, I'd love to share what we're building and get your perspective on our approach."

The difference: one asks for the candidate's time immediately. The other offers insight into interesting work and positions the "ask" as optional.

2. They Personalize Beyond Name Tokens

67% of candidates say generic InMails are their biggest recruiting pet peeve. But "personalization" doesn't mean:

• Mentioning their current company
• Complimenting their profile
• Saying "I noticed you have experience in X"

Real personalization means connecting their specific experience to a specific aspect of your opportunity in a way that makes them curious.

3. They Use Subject Lines That Trigger Curiosity, Not Sales

Subject lines account for 40% of whether an InMail gets opened. Yet most recruiters use:

• "Opportunity at [Company]"
• "Senior Engineer Role"
• "Quick question"

These scream "recruiting message." Better subject lines create pattern interruption while staying professional.

The InMail Formula That Works

Before we get to templates, understand the framework:

Hook (1-2 sentences): Specific observation about their work that shows you actually looked Value (2-3 sentences): What's interesting about the opportunity (not the job description) Soft Ask (1 sentence): Low-pressure next step that respects their time

Total length: 75-150 words. Anything longer decreases response rates by 15% for every 50 words.

15+ InMail Templates by Situation

Template 1: Passive Candidate (Happy at Current Job)

Subject: "Quick question about your work on [specific project]"

Message:

Hi [Name],

I saw you led the [specific project/initiative] at [Company]—the approach you took to [specific technical/business challenge] is similar to what we're tackling at [Your Company].

We're building [1-sentence description of interesting problem], and frankly, even if you're happy where you are, I think you'd find the technical challenges interesting. We're at the stage where [specific context that makes it compelling—early architecture decisions, scaling challenges, greenfield opportunity].

Would you be open to a 15-minute conversation? Not a hard sell—just wanted to share what we're building and see if it resonates.

Best, [Your Name]

Why it works: Acknowledges they're likely not looking, leads with technical interest rather than opportunity, low-pressure ask.

Expected response rate: 18-25%

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Template 2: Competitor Raid (Recruiting from Direct Competitor)

Subject: "Why I'm reaching out from [Your Company]"

Message:

Hi [Name],

I'll be direct: I'm recruiting for [Your Company], and I'm specifically reaching out to people at [Their Company] who've worked on [specific product/team].

Here's why: We're building [direct comparison that's compelling]. Unlike at [Their Company] where you're [constraint they likely face—scaling legacy systems, bureaucratic approval processes], we're [advantage—greenfield architecture, direct access to execs, equity upside].

I know you're not actively looking, but the engineers who've made this move have said the biggest difference is [specific cultural/technical advantage]. Happy to share more if you're curious.

[Your Name]

Why it works: Transparency about the raid, specific knowledge of their current constraints, peer proof.

Expected response rate: 12-20% (lower because it's direct competition, but higher quality responses)

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Template 3: Referral-Based Outreach

Subject: "[Mutual Connection] suggested I reach out"

Message:

Hi [Name],

[Mutual Connection] mentioned you when I asked who the best [role] they've worked with is. Specifically called out your work on [project/skill].

I'm hiring for [role] at [Company], and [Mutual Connection] thought the [specific aspect of the role] would be right up your alley given your experience with [relevant experience].

Would you be open to a brief chat? Even if timing isn't right, [Mutual Connection] speaks highly enough of your work that I'd love to stay in touch.

Thanks, [Your Name]

Why it works: Social proof from someone they trust, specific compliment via third party.

Expected response rate: 30-45%

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Template 4: Senior Executive Recruitment

Subject: "Building the [function] team at [Company]"

Message:

Hi [Name],

I'm working with [CEO/Founder name] at [Company] to build out their [function] leadership team. Given your experience scaling [specific achievement—team from 5 to 50, $0 to $50M in ARR], your name came up in our research.

What makes this unique: [Company] is at [specific inflection point—Series B, product-market fit, first enterprise deals], and [CEO] is looking for someone who's been through [specific challenge you know they've faced] to help navigate [next phase].

This is likely a long-shot timing-wise, but would you be open to a conversation with [CEO/senior leader]? The caliber of what they're building is worth 30 minutes of your time.

Best regards, [Your Name]

Why it works: Name-drops decision-maker, specific business context, respects their seniority with CEO meeting.

Expected response rate: 15-25% (execs are harder to reach but more responsive to well-researched outreach)

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Template 5: Career Transition (Reaching Someone Pivoting Roles)

Subject: "Your transition to [new area]"

Message:

Hi [Name],

I noticed you recently moved from [old role/company] to [new role/company]—congrats on the shift to [new area].

I'm reaching out because we're hiring for a [role] at [Company] that sits right at the intersection of your [old expertise] and [new area]. It's specifically focused on [relevant problem], which I imagine is similar to what you're working on now.

Even if you just made a move, I'd love to share what we're building. The role reports directly to [senior leader], and you'd be building the [specific thing] from scratch.

Worth a conversation?

[Your Name]

Why it works: Shows awareness of their career trajectory, positions role as next logical step.

Expected response rate: 20-28%

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Template 6: Boomerang (Re-recruiting Former Employees)

Subject: "Things have changed at [Company]"

Message:

Hi [Name],

I know you left [Company] back in [year], but a lot has changed since then—specifically [major change that addresses why they likely left—new leadership, pivot to new product, different tech stack].

[Specific person they worked with] is back/still here and mentioned you'd be great for our [role] opening. The team has grown to [size], and we're now working on [exciting new thing].

Would you be open to catching up? No pressure—just wanted to share where things are headed and see if there's a fit.

[Your Name]

Why it works: Acknowledges their departure, highlights specific changes, uses former colleague as social proof.

Expected response rate: 25-35%

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Template 7: Technical Deep-Dive Approach

Subject: "Your article/talk on [specific technical topic]"

Message:

Hi [Name],

I read your piece on [specific technical article/saw your talk on X]—the section on [specific technical detail] especially resonated because we're dealing with the same challenge at [Company].

We're building [technical system], and I think you'd find the problem space interesting: [specific technical challenge in 1 sentence]. It's similar to [thing they wrote about] but with [additional complexity/scale].

I'm hiring for [role], but honestly, even if you're not looking, I'd love to get 20 minutes to pick your brain on our approach. Happy to share what we're doing.

[Your Name]

Why it works: Deep technical credibility, positions them as expert first/candidate second.

Expected response rate: 22-30%

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Template 8: Underrepresented Talent Outreach

Subject: "Impressed by your work on [project]"

Message:

Hi [Name],

I came across your work on [specific project] and was particularly impressed by [specific technical/leadership achievement].

I'm reaching out because we're actively building a more diverse [engineering/leadership] team at [Company], and your background in [specific experience] is exactly what we need for our [role] position.

What makes this role unique: you'd be working directly with [senior leader] on [interesting problem], and we're committed to [specific DEI initiative—mentorship programs, ERGs, transparent compensation].

Would you be open to learning more? Happy to connect you with [current employee from similar background] to get their candid perspective.

Best, [Your Name]

Why it works: Specific achievement recognition, transparency about DEI goals, offers peer connection.

Expected response rate: 18-26%

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Template 9: Remote-First Opportunity

Subject: "Remote [role]—no relocating required"

Message:

Hi [Name],

Most [role] opportunities at [stage—Series B, public companies] require relocating to [expensive city]. Ours doesn't.

We're [Company], and we're fully remote with [specific remote-work benefit—async communication, no timezone requirements, home office stipend]. I'm reaching out because your experience with [specific skill] is rare, and we've built our team around finding the best talent regardless of location.

The role: [1 sentence on what they'd do]. The team: [size and composition]. The compensation: [range if possible, or "competitive with SF/NYC rates"].

Interested in learning more?

[Your Name]

Why it works: Leads with key differentiator, specific remote benefits, clear on compensation.

Expected response rate: 20-28%

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Template 10: Equity/Upside Angle

Subject: "Early equity opportunity at [Company]"

Message:

Hi [Name],

Quick question: if you could join a [space—fintech, AI, dev tools] company at the same stage Stripe/Databricks/Vercel was at in [early year], would you be interested?

We're [Company]—[very brief description], backed by [investors], and growing [specific metric—ARR, users, team size] by [X]% month-over-month. We're at 25 people now, which means you'd be getting [equity range or "meaningful equity"] in something that has real potential.

I'm hiring for [role]. You'd be [specific responsibility] and working directly with [founder/leader]. The team is mostly [backgrounds—ex-Google, ex-Stripe], and the technical challenges are [specific problem].

Worth a conversation this week?

[Your Name]

Why it works: Aspirational framing, specific traction data, clear equity positioning.

Expected response rate: 16-24%

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Template 11: Niche Specialist Recruitment

Subject: "One of ~50 people who've worked with [niche technology]"

Message:

Hi [Name],

There are maybe 50 people in the world who've done production work with [specific niche technology/methodology], and you're one of them.

We're [Company], and we're building [product] that requires deep expertise in [niche area]. I'm not exaggerating when I say you're on a very short list of people who could do this work.

The role is [position], and you'd be [specific responsibility]. Given how specialized this is, compensation is [range if possible, or "above market"].

Even if you're happy where you are, would you be open to a conversation? Your expertise is rare enough that I think you'd find the problem interesting.

[Your Name]

Why it works: Recognition of rare skill, explicit scarcity, compensation acknowledgment.

Expected response rate: 25-35%

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Template 12: Mission-Driven Recruitment

Subject: "Using [skill] to solve [meaningful problem]"

Message:

Hi [Name],

Most [role] positions are about optimizing ad clicks or engagement metrics. This one isn't.

We're [Company], and we're working on [specific mission—improving healthcare access, climate tech, education]. I'm reaching out because your background in [specific experience] could directly contribute to [specific impact].

The role: [brief description]. The impact: [specific metric—X patients served, Y tons of CO2 reduced]. The team: [composition and stage].

We know mission-driven companies often can't compete on compensation, but we're [backed by X, well-funded, paying market rates]. Would you be open to learning more?

[Your Name]

Why it works: Clear mission differentiation, specific impact metrics, addresses compensation concern.

Expected response rate: 18-26%

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Template 13: Internal Mobility (Recruiting Within Same Company)

Subject: "Opportunity in [different team/department]"

Message:

Hi [Name],

I know you're on the [current team], but I wanted to reach out about an opening on [new team] that I think you'd be great for.

[Hiring manager] is looking for someone with your background in [specific skill], and given your work on [specific internal project], you came to mind immediately. The role is [brief description], and it would be a move from [current level] to [new level/same level with different scope].

I realize you might be happy where you are, but wanted to flag this before we posted it externally. Would you be open to chatting with [hiring manager] about it?

[Your Name]

Why it works: Specific project recognition, clear on level/scope, internal-first approach.

Expected response rate: 30-40%

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Template 14: Re-engagement (Following Up With Old Candidates)

Subject: "Following up from [time period] ago"

Message:

Hi [Name],

We spoke back in [month/year] about [role] at [Company]. Timing wasn't right then, but I wanted to follow up because things have changed:

[Specific change—we raised Series B, launched new product, opened new office, expanded team]

We're now hiring for [new role], and given what we discussed last time about your interest in [specific thing they mentioned], I thought this might be worth revisiting.

Would you be open to a fresh conversation?

Best, [Your Name]

Why it works: Acknowledges past interaction, shows company progress, references their stated interests.

Expected response rate: 22-30%

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Template 15: Conference/Event Follow-Up

Subject: "Following up from [event name]"

Message:

Hi [Name],

We met briefly at [event name] when you were [specific context—at the [Company] booth, during the panel on X]. You mentioned you were working on [specific thing they told you].

I wanted to follow up because we're hiring for a [role] that's directly related to that work. Specifically, you'd be [brief description], which overlaps a lot with what you said you wanted to explore next.

Would you be open to a proper conversation? I can share more details on what we're building.

[Your Name]

Why it works: Specific recall of conversation, ties to their stated interests.

Expected response rate: 28-38%

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Template 16: The "Honest Recruiter" Approach

Subject: "Why this might not be for you"

Message:

Hi [Name],

I'm recruiting for a [role] at [Company], and I'll be upfront: this might not be the right fit. Here's why:

• We're [stage—early, pre-PMF, scaling fast], which means [specific challenge—ambiguity, long hours, rapidly changing priorities]
• The compensation is [honest assessment—competitive but not top-of-market, heavy on equity]
• You'd be [specific trade-off—first hire in function, rebuilding a team, working on legacy code]

But if you're someone who [ideal candidate trait—thrives in ambiguity, wants equity upside, enjoys building from scratch], this could be the best role of your career. We're working on [compelling problem], and you'd have [specific opportunity—greenfield project, direct CEO access, ownership of X].

Worth discussing?

[Your Name]

Why it works: Pattern interrupt via honesty, self-selection mechanism, positions challenges as opportunities.

Expected response rate: 20-30% (lower volume but much higher quality)

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Subject Line Formulas That Get Opens

Your subject line determines whether your InMail gets read. Here are 8 formulas with 40%+ open rates:

1. The Specific Reference

"Your work on [exact project name]" "Your article on [specific technical topic]" "Your talk at [conference name]"

Why it works: Immediate proof you're not mass-messaging.

2. The Mutual Connection

"[Name] suggested I reach out" "[Name] mentioned your work on X" "Quick intro from [Name]"

Why it works: Social proof and trust transfer.

3. The Question Hook

"Quick question about [specific thing]" "Thoughts on [relevant industry topic]?" "How did you solve [specific technical problem]?"

Why it works: Humans are wired to answer questions, creates curiosity gap.

4. The Honest Label

"Recruiting inquiry—[Company name]" "Re: [Role] at [Company]" "Why I'm reaching out from [Company]"

Why it works: Transparency, respect for their time, works best for strong brands.

5. The Scarcity Signal

"One of ~[small number] people who've done X" "Rare [skill] opportunity" "Specific ask for [niche expertise]"

Why it works: Appeals to ego and uniqueness.

6. The Value-First Approach

"Sharing [relevant research/insight]" "Thought you'd find this interesting" "Resource for [their specific challenge]"

Why it works: Leads with giving, not taking.

7. The Clear Timeline

"[Role] opening—interviewing this week" "Quick timeline question" "30-day contract-to-hire opportunity"

Why it works: Creates urgency without being pushy.

8. The Pattern Interrupt

"This might not be for you, but..." "Weird question about [topic]" "Not your typical [role] role"

Why it works: Differentiates from standard recruiting messages.

Avoid these subject lines (20% lower open rates):

• "Opportunity at [Company]"
• "Quick chat?"
• "Senior [Role] Role"
• "Let's connect"
• Anything with "exciting," "amazing," "incredible"

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Follow-Up Sequences That Convert

61% of responses come after the second or third message. Most recruiters send one InMail and give up.

The 3-Touch Sequence (for passive candidates)

Message 1 (Day 0): Initial InMail using templates above

Message 2 (Day 5): The "Add Value" follow-up

Hi [Name],

Following up on my message from last week. I realize you might not be actively looking, but wanted to share [relevant resource—article, case study, technical blog post] that's related to [their work/interests].

No strings attached—just thought you might find it useful. And if you're ever curious about what we're building at [Company], the door's open.

Best, [Your Name]

Message 3 (Day 12): The "Breakup" message

Hi [Name],

I'll take your silence as a "not interested" and won't bother you again about this specific role.

That said, we're always hiring great [function] people. If circumstances change or you know someone who might be a fit, I'm at [email].

Best of luck with [specific thing related to their current work].

[Your Name]

Results: This sequence generates 15-20% total response rate vs. 8-12% for single-message outreach. Approximately 40% of responses come after Message 3.

The 2-Touch Sequence (for active job seekers)

Message 1 (Day 0): Initial InMail

Message 2 (Day 3): The "More Details" follow-up

Hi [Name],

Quick follow-up with more details on the [role] position:

• Team: [size and composition]
• Tech stack: [relevant technologies]
• Compensation: [range if possible]
• Reports to: [title and brief background]

Happy to hop on a call this week if you're interested. Here's my calendar: [link]

[Your Name]

Results: 25-35% response rate (higher because they're actively looking).

Follow-Up Timing Guidelines

Passive candidates: 5-7 days between messages (they're busy, not checking LinkedIn daily) Active job seekers: 2-3 days between messages (they're moving fast) Senior executives: 7-10 days between messages (longer decision cycles) Referrals: 3-4 days (social pressure to respond faster)

Maximum touches: 3 messages total. After that, you're spamming.

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How to Personalize at Scale

"Personalize every message" sounds great until you need to send 50 InMails this week. Here's how to do it without spending 30 minutes per message:

The Research Matrix (5 minutes per candidate)

Create a simple spreadsheet with these columns:

1. Name
2. Current Company
3. Specific Project (from their profile, company blog, GitHub, conference talks)
4. Technical Interest (languages, frameworks, methodologies they mention)
5. Career Pattern (what moves have they made? IC to management? Startup to big tech?)
6. Mutual Connections (LinkedIn shows these automatically)

This research becomes your personalization ammunition for all message components.

The Template + Variables Approach

Don't write each message from scratch. Use templates with clear variable insertion points:

Template:

Hi [NAME],

I noticed you [SPECIFIC_OBSERVATION_FROM_RESEARCH_MATRIX] at [CURRENT_COMPANY]—that's similar to what we're working on at [YOUR_COMPANY].

We're building [STANDARD_DESCRIPTION_OF_OPPORTUNITY], and I think you'd find [ASPECT_THAT_RELATES_TO_THEIR_INTEREST] particularly interesting.

[STANDARD_CTA]

You personalize 2 variables (SPECIFIC_OBSERVATION and ASPECT_THAT_RELATES), but the rest stays consistent. Each message takes 3-5 minutes instead of 20.

Automation Tools (Use With Caution)

LinkedIn Recruiter: Built-in message templates with basic merge tags Gem, Dover, Lever: More sophisticated template systems with A/B testing TextExpander, aText: Keyboard shortcuts for common phrases

Warning: Never fully automate personalization. Candidates can tell when you're using mail-merge. Use tools for structure, but write the key personalized elements manually.

The "Batch Research" Method

Instead of researching candidates one-by-one:

1. Export your target list (50 candidates)
2. Batch-review profiles (spend 2 hours going through all 50, taking notes)
3. Categorize by situation (passive, active, referral, competitor, etc.)
4. Write messages in batches (all passive candidates get similar structure, personalized with research notes)

This cuts per-message time from 20 minutes to 5 minutes while maintaining quality.

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Response Rate Benchmarks by Scenario

Know what "good" looks like for each situation:

Factors that increase response rates by 10-15%:

• Sending InMail on Tuesday-Thursday (vs. Monday/Friday)
• Sending between 8-10am in recipient's timezone
• Messages under 100 words
• Including specific compensation range
• Offering peer connection (intro to current employee)

Factors that decrease response rates by 10-20%:

• Generic subject lines
• Messages over 150 words
• Immediate phone call request
• No company/role details
• Using obviously templated language

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Common InMail Mistakes to Avoid

1. The Job Description Dump

What recruiters do:

"We're looking for a Senior Engineer with 5+ years experience in React, Node.js, PostgreSQL, AWS, Docker, Kubernetes, GraphQL, TypeScript..."

Why it fails: Reads like a requirements checklist, no differentiation, doesn't explain why they should care.

Fix: Lead with the problem they'd solve, mention 2-3 key technologies, save details for the call.

2. The Flattery Overload

What recruiters do:

"I was incredibly impressed by your amazing profile and your incredible experience at your fantastic company..."

Why it fails: Sounds insincere, wastes space, every candidate gets this.

Fix: One specific compliment tied to actual work they've done. That's it.

3. The Vague Value Proposition

What recruiters do:

"Great culture, competitive compensation, exciting challenges, opportunity for growth"

Why it fails: Every company says this. Meaningless without specifics.

Fix: Replace vague claims with concrete details: "Equity in top quartile for Series B ($X-Y), team of ex-[companies], working on [specific technical problem]"

4. The Immediate Phone Call Request

What recruiters do:

"Are you available for a call tomorrow at 2pm?"

Why it fails: Too presumptive, creates friction, people need time to consider.

Fix: Offer multiple options or async alternatives: "Happy to chat this week—here's my calendar [link]. Or if you prefer, I can send over more details via email first."

5. The "Let's Connect" Generic

What recruiters do:

"I'd love to connect and learn more about your background."

Why it fails: You want something from them, but you're not saying what. Wastes their time.

Fix: Be direct: "I'm recruiting for [role] at [company] and think your experience with [X] would be valuable. Here's why..."

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FAQs About InMail Recruiting

How many InMails should I send per week?

Quality target: 20-30 highly personalized InMails to A-list candidates Volume target: 50-75 templated-but-customized InMails to B-list candidates

Don't exceed 100/week—you can't maintain quality at higher volume.

When should I use InMail vs. regular LinkedIn message?

Use InMail when:

• You're not connected to the candidate
• You want guaranteed delivery
• You're recruiting senior/executive talent (they don't accept random connection requests)

Use connection request + message when:

• You have mutual connections (mention them)
• The candidate is active on LinkedIn (posts regularly, likely to accept)
• You're recruiting junior talent (more likely to accept connections)

Should I mention compensation in the first message?

Yes, if:

• You're offering above-market compensation
• The role is remote (location arbitrage is a factor)
• You're recruiting senior talent who won't engage without range

No, if:

• Compensation is market-rate or below (save for conversation)
• Equity/mission is the main draw (lead with that)
• You're still finalizing the range

Middle ground: "Compensation is competitive with [peer companies]" or "Equity-heavy package (top quartile for [stage])"

How do I follow up after no response?

Use the 3-touch sequence above. Key principles:

• Add value in follow-up (don't just "bump")
• Space messages 5-7 days apart
• Send a "breakup" message on the third touch
• 40% of responses come after the breakup message

What's the best time to send InMails?

Best days: Tuesday, Wednesday, Thursday Best times: 8-10am, 6-8pm in recipient's timezone Worst days: Monday (inbox overload), Friday afternoon (checked out) Worst times: During work hours (they're busy), late night (seems desperate)

Use LinkedIn Recruiter's scheduling feature to optimize send times.

How do I track and improve my InMail performance?

Metrics to track:

• InMail acceptance rate (% who accept the initial InMail)
• Response rate (% who reply)
• Positive response rate (% who express interest)
• Time-to-response (how long until they reply)
• Template performance (which messages work best)

Tools:

• LinkedIn Recruiter analytics (built-in)
• Postking's LinkedIn content planner to maintain recruiter brand
• Spreadsheet tracking by template type

Improvement cycle:

1. Track response rates by template
2. A/B test subject lines (change one variable)
3. Analyze which personalization elements correlate with responses
4. Double down on what works, kill what doesn't
5. Refresh templates quarterly

Should I connect on LinkedIn before sending an InMail?

No. InMail is designed for non-connections. Benefits of staying unconnected:

• InMail credits guarantee delivery
• You can track InMail-specific metrics
• No risk of them ignoring connection request and never seeing your message

Exception: If you have 5+ mutual connections, a connection request with a note might feel more personal.

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How Postking Helps Recruiters Scale InMail Outreach

Creating personalized, high-performing InMails at scale is time-consuming. Postking helps recruiters:

1. Generate personalized InMail variations using AI trained on high-performing recruiting messages
2. Maintain consistent recruiter brand with the LinkedIn content planner to build your personal brand (candidates check your profile before responding)
3. Create follow-up sequences that feel natural and add value
4. A/B test messaging to improve response rates over time

Whether you're sending 10 InMails a week or 100, Postking handles the heavy lifting while keeping messages personal and effective.

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Related Resources

• LinkedIn Strategy for Recruiters: How to Build a Personal Brand That Attracts Talent
• LinkedIn Content Planner Tool
• How to Write LinkedIn Messages That Don't Sound Like Spam

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Final Thoughts

The difference between a 2% InMail response rate and a 25% response rate isn't luck—it's methodology.

The recruiters who get responses:

• Lead with specific value, not generic opportunity
• Personalize based on actual research, not just name tokens
• Use subject lines that create curiosity without being gimmicky
• Follow up strategically without being annoying
• Track and optimize their messaging over time

Use these templates as starting points, but adapt them to your voice and your opportunities. The best InMail is one that sounds like you actually took the time to understand the candidate—because you did.

Now stop reading and start sending. Those InMail credits aren't getting any younger.