How to Write InMail Messages to Recruiters on LinkedIn [Samples + Templates]

How to Craft an InMail That Gets Results in 2024

In today‘s competitive job market, simply submitting your resume often isn‘t enough to get noticed by recruiters and land an interview. With hundreds of applicants vying for the same roles, you need a way to stand out from the crowd and get your foot in the door. That‘s where LinkedIn‘s InMail feature comes in.

InMail allows you to directly message recruiters and hiring managers, even if you‘re not connected. But with InMail response rates hovering around just 10-25%, you need to be strategic about how you craft your message. Blasting out generic messages won‘t cut it.

Follow these tips to write an InMail that gets opened, gets read, and most importantly, gets you a response in 2024:

Find the Right Recruiter
The first step is making sure you‘re contacting the appropriate person. Many job seekers make the mistake of messaging any recruiter they can find, even if that person isn‘t hiring for roles relevant to their skills and experience.

Before hitting send, do your research. Scour the company‘s LinkedIn page and employee directory to find recruiters and hiring managers who specialize in your field. You can usually tell by their title or the types of roles and content they post about.

It‘s also a good idea to follow the recruiter and interact with their posts prior to reaching out. This will give you a sense of their recruiting style and priorities. Plus, if they see you liking and commenting on their content, your name will be familiar when your InMail lands in their inbox.

Be Clear About Why You‘re Reaching Out
Once you‘ve identified the right contact, it‘s time to craft your message. Start by clearly and concisely explaining your reason for reaching out. Are you interested in applying for an open role? Seeking information about the company culture? Looking to build a general relationship?

Whatever your purpose is, state it up front. Recruiters are busy and appreciate directness. A vague subject line like "Looking to connect" likely won‘t capture their attention. Instead, try something specific like "Interested in [Job Title] role" or "Quick question about the [Department Name] team."

Then, in the body of your InMail, provide a bit more context around your situation and goals. Perhaps mention a specific project or article that prompted you to reach out. Or highlight a few key qualifications that make you a great potential candidate. Just keep it concise. A wall of text will surely go unread.

Make a Reasonable Request
Contrary to what you might think, your initial InMail shouldn‘t include a hard sell or ask for too much too soon. Coming on too strong with a request for a phone screen or even worse, a demand to pass along your resume, is presumptuous and off-putting.

Instead, make a small, reasonable ask that is easy for the recruiter to say yes to. Perhaps request a quick call to learn more about the team‘s hiring needs and share a bit about your background. Or ask if they‘d be willing to review your LinkedIn profile and provide some feedback.

The key is to focus on building the relationship first. You can always get into job logistics and next steps once you‘ve established a rapport. An InMail that is all about you and what you want will fall flat. Frame your request in a way that provides value to the recruiter.

Offer Your Expertise and Connections
One of the most effective ways to add value and increase your InMail response rate is to give before you get. Recruiters are always on the hunt for top talent, so consider how you can support their efforts beyond your own job search.

For example, if you know someone who would be a great fit for another role the recruiter posted about, offer to make an introduction. Or if you have unique insights into their industry or a competitor, share an article or some intel that could help inform their recruiting strategy. You could even extend your services as an informal advisor or thought partner.

The more you can demonstrate your expertise and act as a connector, the more likely the recruiter will want to invest time in you as a prospective candidate. Your InMail will stand out because it isn‘t just a generic request for them to do something for you.

Provide Specific Examples
As with your resume and cover letter, your InMail should include concrete examples and anecdotes to illustrate your strengths. Don‘t just say you‘re a top performer in your field. Prove it with stats and stories.

When discussing your qualifications and experience, weave in details about specific projects you led, revenue you generated, efficiencies you achieved, or awards you received. Data points and case studies are far more memorable and convincing than blanket statements.

You can also strategically reference content the recruiter has shared to demonstrate your familiarity with their work. For instance, if they posted an article about the company‘s diversity initiatives, mention how it resonated with you and aligns with your own values. Or if they‘ve been hiring aggressively, note a few roles that caught your eye and why you‘d be a strong candidate.

Be Authentic and Conversational
While you want to keep your InMail professional, it shouldn‘t sound like a stiff form letter. Recruiters can spot a generic template from a mile away. To increase your chances of a response, write like you would in any other business email – with a warm, friendly, and conversational tone.

Use the recruiter‘s first name, ask how they‘re doing, and let your personality shine through. Crack a lighthearted joke, mention a shared connection or alma mater, or find some other way to build affinity. Just be sure to proofread carefully for typos and stay away from anything too cutesy or casual.

At the same time, resist the urge to be overly formal in an attempt to impress. Flowery language and an abundance of SAT words will come across as inauthentic at best and pretentious at worst. Keep your writing clear, concise, and easy to scan on a small smartphone screen.

Master the Art of the Subject Line
With recruiters receiving hundreds of InMails each week, a compelling subject line is often the difference between your message getting read or being sent straight to the trash. LinkedIn‘s data shows that subject lines with a clear request and benefit to the recruiter significantly boost open rates.

Some effective formulas to try:

• Quick Question About [Role, Team, Project]
• Referred by [Name] for [Role]
• [Name] Suggested I Reach Out
• Interested in Opportunities on [Team Name]
• Have You Considered [Idea, Suggestion, Candidate]?

Also aim to personalize your subject line whenever possible by referencing a specific post or common connection. Just keep it under 5-7 words so it doesn‘t get cut off, especially on mobile.

Include a Clear Call-to-Action
The best InMails make it easy for the recruiter to take the next step, whether that‘s hopping on a quick call, referring you to the hiring manager, or simply responding to your message.

Be sure to close your InMail with a clear call-to-action so the recruiter knows exactly what you‘re asking of them. Ending with something vague like "hope to hear from you soon" or "let me know if you‘d like to discuss further" puts the onus on them to figure out how to proceed.

Instead, try something more direct like:

"Would you have a few minutes for a brief call this Wednesday or Thursday to discuss this opportunity? I‘m also happy to send over a few work samples if that would be helpful as a next step."

"I know the Sales Director role closed last week, but I‘m very interested in future openings on the team. If it‘s alright with you, I‘ll plan to check in again in a month to see if any new positions have opened up."

"I realize you likely don‘t have the bandwidth for a full informational interview, but I would really value your perspective on what it takes to succeed in this field. If I send over 2-3 specific questions, would you be open to providing some quick feedback via email?"

The clearer and easier your request, the more likely you are to get a response. Just be sure not to cross the line into being too forward or demanding.

Follow Up (In Moderation)
If you don‘t receive a response to your InMail within a week, it‘s perfectly acceptable to follow up once. Recruiters‘ inboxes get crowded and messages slip through the cracks all the time.

However, there‘s a fine line between being persistent and being a pest. Sending multiple follow ups in a short timespan will only annoy the recruiter and hurt your chances. As a general rule of thumb, wait at least 7-10 days between attempts and cap yourself at 2-3 total.

When you do follow up, keep your message brief (no more than 2-3 sentences) and reiterate your ask. You might say something like:

"I know how busy you must be, so I wanted to quickly circle back on my note from last week about the Product Manager role. I‘m still very interested and would welcome the chance to discuss my qualifications in more depth. Please let me know if you need any other information from me at this stage."

If you still don‘t receive a response after 2-3 polite and spaced out follow ups, it‘s best to assume it‘s a pass and move on. You can always circle back with the recruiter for a different role in the future.

Key Takeaways
To make your InMail stand out and elicit a response:

• Do your research to find the right recruiter to contact
• Clearly state your reason for reaching out in the subject line and first sentence
• Focus on building a relationship vs making aggressive job demands
• Offer your connections and expertise to support the recruiter‘s needs
• Provide specific examples and personalizations to prove you‘re not a generic candidate
• Write in a friendly, conversational tone while still being professional
• Close with a clear call-to-action to make it easy for the recruiter to respond
• Follow up once or twice, but know when to call it quits

By following these best practices, you‘ll significantly increase your InMail response rates and build valuable relationships with recruiters in your field. As you proofread your messages before hitting send, ask yourself:

1. Is this InMail clearly conveying who I am, what I want, and how I can help?

2. Does it include specific examples and personalizations vs generic statements?

3. Would I want to respond to this message if I was a busy recruiter?

4. Is my call-to-action and overall tone friendly and reasonable vs demanding?

If you can answer yes to these questions, you‘re well on your way to becoming an InMail pro. With practice, you‘ll soon start seeing those "InMail Accepted" notifications rolling in – and hopefully some interview requests too!