Candidate Relationship Management

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.

Struggling to “add value” when networking? Engagement Plans make it easy. Here’s how to craft one in 6 simple steps: 1. The Struggle To “Add Value” Every job seeker is told they need to network. Every job seeker is also told they should focus on “adding value” when networking. I’ve coached thousands of job seekers and the idea of adding value / knowing what to say when networking is one of the biggest challenges they face. I came up with the “Engagement Plan” strategy to help solve for it. 2. What Is An “Engagement Plan?” Engagement Plans are blueprints for relationships. They’re step-by-step outlines for engaging and working to build a relationship with someone. The recipe is simple: - Research your contact - Identify areas of opportunity - Brainstorm ways to add value - Map out the plan Let’s break down each. 3. Research Your Contact Start with their LinkedIn profile. Review their past roles and experience, check their education, look to see if they create content, etc. Expand to other channels too: - Google them - Look them up on other social platforms - Etc. The goal is to learn more about them and what they care about. 4. Identify Areas Of Opportunity & Brainstorm Ways To Add Value You can use AI to speed up this process: - Take a full page screenshot of their LinkedIn profile - Head to ChatGPT - Attach the screenshot and use the following prompt: “Please share 10 different ways I could add value to this person that I'm trying to network with. I'm attaching a screenshot of their LinkedIn profile.” 5. Pick The Top 3 And Think Two Steps Ahead Choose the 3 avenues you think will give you the best shot of getting their attention. Pretend it does. Now brainstorm different strategies and value-adds you could use to progress the relationship and keep the conversation going. Repeat for each one. 6. Take Action On Your Plan & Track It Start messaging contacts and test the different avenues you brainstormed. Track your results for each strategy in a Google Sheet. It can look something like this: 7. Start Slow To Go Fast In the beginning this will take time and effort. But as you repeat the process, you’ll begin to see patterns. You’ll understand what to look for, which strategies work best in certain situations, etc. Then you’ll get to the point where you can build an engagement plan for a contact in just a few minutes. —— ♻️ Repost to help make networking easier for your connections ➕ Follow Austin Belcak for more

Candidates aren’t just applying. They’re collecting clues. They scroll through job ads. Skim your About page. Google your Glassdoor reviews. Ask friends. Scroll again. They’re asking: • What’s it really like to work here? • Will I be supported, or left guessing? • Will leadership show up—or disappear after the interview? Here’s the problem: most companies leave too many of those questions unanswered. And when they do answer? The messages don’t always line up. A flashy EVP on the website. A cold auto-reply after applying. An engaging recruiter call. A confusing onboarding. Disjointed experiences break trust fast. Candidates remember every gap. And they’ll walk away before you even know their name. That’s why mapping your employer brand touchpoints matters. Every single interaction is a signal. Every email, tour, policy, and welcome moment adds up. Good or bad, it all speaks. I put together this one-pager to show how touchpoints shape trust. From shallow to deep. General to personal. Quick impressions to meaningful moments (see article in the comment). Because experience design isn’t just for customers. It’s the foundation of how people choose where to work. Want to build trust? Start with the experience. Because a great employer brand isn’t one single moment. It’s the sum of every moment, every message, and every person involved: TA, hiring managers, IT, onboarding buddies, everyone. Which touchpoint do you think gets overlooked the most? #employerbranding #candidateexperience #experiencedesign #designthinking

Are your networking convos going nowhere?  Then, you are likely not asking the right questions at the end of the chat. So let me fix this for ya. Here are my favorite end-of-chit-chat questions to make sure you keep the new connections moving forward. ⭐ Expanding Your Network: "Based on our conversation, who else would you recommend I speak with to gain further insights into this field?" ⭐ Gaining Deeper Industry Insight: "Are there any groups, associations, or forums you think I should join to connect with other professionals in this field?" ⭐ Understanding Company Culture: "Who in your organization has been pivotal to your understanding of the company culture, and might they be open to a discussion?" ⭐ Exploring Opportunities: "In your opinion, which companies or teams are doing exciting work in this space that I should explore further?" ⭐ Finding Mentors and Advisors: "I'm interested in finding a mentor in the field. Is there someone whose career path you admire and who might be open to a mentorship conversation?" ⭐ Learning About Roles and Functions: "Which colleagues of yours have taken interesting paths or roles that you think I could learn from?" ⭐ Asking for Introductions: "Would you be comfortable introducing me to anyone in your network who you think could provide additional perspective on my job search?" ⭐ Keeping the Conversation Going: "What events or meetups would you suggest I attend to meet like-minded professionals in this industry?" ⭐ Following Industry Developments: "Are there any upcoming industry events or webinars that you think would be beneficial for someone in my position to attend?" ⭐ Staying in Touch: "How can I best keep in touch with you as I continue exploring this field and potentially seek your advice again in the future?" So...will you use these banging questions in your next networking chat? Then drop a "YEAH" Lil Jon style in the comments below. #networking #networkingtips

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.

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.

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.

How many times have you logged on to Linkedin and found yet another email that starts with: "Hey [First Name]," followed by a generic pitch that does not concern your interests or needs. Sound familiar? We've all been there. And it's frustrating. As a fractional CMO/Consultant, I've seen this happen repeatedly. Businesses think they're doing personalization right but need to do better. It's not enough to use someone's name or company. 👉🏾 True personalization is about understanding their challenges, goals, and needs. For example, on LinkedIn, scroll through their feed and see what they post, talk about, like, and comment on. This helps as a starting ground on how to approach them and what to discuss. So, instead of sending a LinkedIn message that says: "I'd love to connect and learn more about your business," try something like: "I noticed you're working on [specific project]. I have some ideas on how you could [achieve a specific goal]. Would you be open to a quick chat?" See the difference? It's not just about being personal; it's about being relevant. And when you're relevant, you're not annoying — you're helpful. 👉🏾 So, think about this the next time you craft a personalized outreach campaign. →"Would I find this message valuable? →Does it address my specific needs and interests?" If the answer is no, it's time to return to the drawing board. 👉🏾 Also, tools like Crystal Knows help you fine-tune your message and tone when reaching out to maximize the impact of every conversation. Let's aim for genuinely helpful messages, not just another annoyance in their inbox. What do you think about personalized outreach? #b2bmarketing #demandgeneration #leadgeneration #ABM

The other day, I made a lighthearted note on what not to do during networking with others. Many of you asked, "So, Amir, how am I supposed to approach things?" Here is that response. Here are my 13 steps to Approach Games Networking Effectively on LinkedIn: 1. Personalize Your Message and Build A Genuine Connection: Start with a warm, respectful greeting and, using feel and judgment without being over-the-top, show genuine interest in the person's professional work and achievements, referencing their LinkedIn profile. 2. Be Specific in Your Request: Clearly explain why you're reaching out and how they can assist you, being direct but polite. 3. Offer Value: Consider what you can offer in return, like expertise, insights, or connections. Networking should be a two-way street. Again not in not every situation but as appropriate with judgment, think of how you can help them. 4. Respect Their Time and Boundaries: Keep your message concise and professional. Be understanding if they are unable to respond immediately. 5. Consider Seniority: If you write the head of a studio, it might be hard to get a response. Give a thought to more junior folks who might also be able to help with what you need and might have the bandwidth to offer even more help with a common frame of perspective. 6. Avoid Overstepping Personal Boundaries: Keep the conversation focused on professional topics and avoid oversharing your private life or concerns or asking for personal favors. 7. Tailor Your Job Inquiries: If inquiring about jobs, express interest in specific roles you found that align with your skills and why you're a good fit. Don't just ask for a job or for them to "hold onto your CV." This won't go anywhere and isn't realistic given reach-out volume. 8. Write And Follow-Up Politely: If you don't receive a response, a polite follow-up is acceptable after 1-2 weeks. Respect if someone decides not to engage. Ensure all your communication is work-appropriate and polite. 9. Respect Privacy and Avoid Creepiness: Refrain from mentioning information that suggests extensive personal or non-professional research. 10. Adopt a Patient Approach to Networking: Understand that networking is about building relationships over time, not getting immediate results. Avoid treating your initial message as a sales pitch or creating a sense of urgency. Focus on gradually developing a connection, showing interest in their work and offering value, rather than expecting immediate favors or responses. 11. Proofreading: Make sure your spelling and grammar are perfect. If you need help (ONLY FOR EDITING), run it through ChatGPT and say "edit this for spelling and grammar," and then add your write-up. 12. The "Dream Job" Trap: Write people at a wide range of organizations, especially smaller ones. Everybody writes Nintendo and Blizzard - it's time to branch out. 13. No Spray And Pray: Don't blanket write everybody at an org. They will all know what you are doing and it will backfire.

𝗙𝗲𝗱𝗲𝗿𝗮𝗹 𝗟𝗮𝘆𝗼𝗳𝗳𝘀 𝗔𝗿𝗲 𝗝𝘂𝘀𝘁 𝗕𝗲𝗴𝗶𝗻𝗻𝗶𝗻𝗴—𝗜𝗳 𝗬𝗼𝘂 𝗪𝗮𝗶𝘁 𝘁𝗼 𝗡𝗲𝘁𝘄𝗼𝗿𝗸, 𝗜𝘁’𝘀 𝗔𝗹𝗿𝗲𝗮𝗱𝘆 𝗧𝗼𝗼 𝗟𝗮𝘁𝗲 (𝗖𝗮𝘀𝗲 𝗦𝘁𝘂𝗱𝘆) Stephanie Roth, Chief Economist at Wolfe Research predicts that probationary job cuts could reach 𝟴𝟬,𝟬𝟬𝟬, 𝘄𝗶𝘁𝗵 𝟯𝟬,𝟬𝟬𝟬 𝗨.𝗦. 𝗳𝗲𝗱𝗲𝗿𝗮𝗹 𝗰𝗶𝘃𝗶𝗹 𝘀𝗲𝗿𝘃𝗶𝗰𝗲 𝘄𝗼𝗿𝗸𝗲𝗿𝘀 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗹𝗮𝗶𝗱 𝗼𝗳𝗳. If you or someone you know is facing the loss of a job, 𝘁𝗮𝗸𝗲 𝗮 𝗺𝗼𝗺𝗲𝗻𝘁 𝘁𝗼 𝗰𝗿𝗲𝗮𝘁𝗲 𝗮 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗽𝗹𝗮𝗻 𝘁𝗼 𝗵𝗲𝗹𝗽 𝘆𝗼𝘂 𝗹𝗮𝗻𝗱 𝘁𝗵𝗮𝘁 𝗻𝗲𝘅𝘁 𝗴𝗿𝗲𝗮𝘁 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝘆. I’ve developed a 𝗖𝗿𝗮𝘄𝗹, 𝗪𝗮𝗹𝗸, 𝗥𝘂𝗻 approach to strategic networking—one that gets results. I came up with the 𝗖𝗿𝗮𝘄𝗹, 𝗪𝗮𝗹𝗸, 𝗥𝘂𝗻 approach while coaching a federal employee. She’s not waiting around in limbo—she’s making moves 𝒓𝒊𝒈𝒉𝒕 𝒏𝒐𝒘 while she still has options. Get ahead of the game before someone else makes the choice for you. 🔹 𝗕𝗲𝗳𝗼𝗿𝗲 𝗬𝗼𝘂 𝗡𝗲𝘁𝘄𝗼𝗿𝗸, 𝗗𝗼 𝗧𝗵𝗶𝘀: ✔ Identify 𝗶𝗱𝗲𝗮𝗹 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 that align with your values, skills, and salary goals—the 𝗰𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀 that feel like the right fit for your career growth and aspirations. ✔ Research their 𝗳𝗶𝗻𝗮𝗻𝗰𝗶𝗮𝗹 𝗵𝗲𝗮𝗹𝘁𝗵, 𝗿𝗲𝗺𝗼𝘁𝗲/𝗵𝘆𝗯𝗿𝗶𝗱 𝗽𝗼𝗹𝗶𝗰𝗶𝗲𝘀, 𝗮𝗻𝗱 𝘄𝗼𝗿𝗸 𝗰𝘂𝗹𝘁𝘂𝗿𝗲. ✔ Create a focused document detailing your must-haves in a role. ✔ Avoid aimless job scrolling—𝘀𝘁𝗮𝘆 𝘀𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 in your search. 𝗖𝗿𝗮𝘄𝗹: 𝗣𝗮𝘀𝘀𝗶𝘃𝗲 𝗘𝗻𝗴𝗮𝗴𝗲𝗺𝗲𝗻𝘁 👀 Follow target companies & industry leaders. 💬 Engage lightly—comment on relevant posts. 📢 Track job openings & industry trends. 𝗪𝗮𝗹𝗸: 𝗧𝗵𝗼𝘂𝗴𝗵𝘁𝗳𝘂𝗹 𝗣𝗼𝘀𝗶𝘁𝗶𝗼𝗻𝗶𝗻𝗴 🎯 Post content that sparks conversations and showcases your expertise. 🤝 Warm up connections before requesting introductions. 🔍 Join conversations that align with your career goals. 𝗥𝘂𝗻: 𝗗𝗶𝗿𝗲𝗰𝘁 𝗢𝘂𝘁𝗿𝗲𝗮𝗰𝗵 𝘁𝗼 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻-𝗠𝗮𝗸𝗲𝗿𝘀 🎯Use 𝗟𝗶𝗻𝗸𝗲𝗱𝗜𝗻 𝗦𝗮𝗹𝗲𝘀 𝗡𝗮𝘃𝗶𝗴𝗮𝘁𝗼𝗿 to identify hiring managers and department heads at your target companies. ✉ Send 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹𝗶𝘇𝗲𝗱 connection requests. 🎙 Engage meaningfully with hiring managers & key players. ☕ Request 𝗶𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻𝗮𝗹 𝗰𝗼𝗳𝗳𝗲𝗲 𝗰𝗵𝗮𝘁𝘀—no hard asks, just relationship-building. 💡 𝗗𝗼 𝘆𝗼𝘂 𝗸𝗻𝗼𝘄 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝘄𝗵𝗼’𝘀 𝗯𝗲𝗲𝗻 𝗹𝗮𝗶𝗱 𝗼𝗳𝗳? 𝗣𝗹𝗲𝗮𝘀𝗲 𝘀𝗵𝗮𝗿𝗲 𝘁𝗵𝗶𝘀 𝗽𝗼𝘀𝘁 𝘄𝗶𝘁𝗵 𝘁𝗵𝗲𝗺. 𝗜 𝘄𝗮𝗻𝘁 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝘁𝗼 𝘄𝗶𝗻, 𝗮𝗻𝗱 𝘁𝗼𝗴𝗲𝘁𝗵𝗲𝗿, 𝘄𝗲 𝗰𝗮𝗻 𝗵𝗲𝗹𝗽 𝘁𝗵𝗼𝘂𝘀𝗮𝗻𝗱𝘀 𝗼𝗳 𝗔𝗺𝗲𝗿𝗶𝗰𝗮𝗻𝘀 take control of their futures. Which of the three networking strategies stands out to you? 𝙂𝙧𝙖𝙗 𝙩𝙝𝙚 𝙡𝙞𝙣𝙠 𝙞𝙣 𝙩𝙝𝙚 𝙘𝙤𝙢𝙢𝙚𝙣𝙩𝙨 𝙛𝙤𝙧 𝙢𝙮 𝙘𝙖𝙨𝙚 𝙨𝙩𝙪𝙙𝙮, "𝙎𝙩𝙤𝙥 𝙒𝙞𝙣𝙜𝙞𝙣𝙜 𝙄𝙩: 𝘼 𝙎𝙢𝙖𝙧𝙩𝙚𝙧 𝙒𝙖𝙮 𝙩𝙤 𝙉𝙚𝙩𝙬𝙤𝙧𝙠 & 𝙇𝙖𝙣𝙙 𝙊𝙥𝙥𝙤𝙧𝙩𝙪𝙣𝙞𝙩𝙞𝙚𝙨!" #ResumeWriter #CareerCoach #TopVoice 🔔 Ring the bell to the right of my headshot to stay connected!