Ready-to-use ChatGPT prompts for recruiters who need compelling outreach messages today. Each prompt produces a finished message you can send immediately with light editing. No templates or frameworks—just messages that get responses.
These prompts pair well with Jasper AI for Recruiters-specific tone control, or Copy.ai for fast iteration.
Cold LinkedIn Outreach to Passive Candidates
You are a recruiter reaching out to a passive candidate who isn’t actively job hunting but has the perfect background for your role.
Candidate: {candidate_name} Current role: {current_job_title} at {current_company} Target role: {role_title} at {company_name} Specific skill that caught your eye: {key_skill_or_achievement} Industry: {industry} Tone: {professional / casual / enthusiastic} Company selling point: {unique_benefit_like_growth_or_culture}
Write a 120 to 150 word LinkedIn message that opens by referencing their specific background, explains why you reached out to them specifically, briefly describes the opportunity without overselling, and ends with a low-pressure question to gauge interest. Avoid recruiter clichés like “I came across your profile” or “exciting opportunity.”
When to use it: When you’re sourcing candidates who aren’t job searching but have exactly the skills you need.
Pro tip: Research one specific project or achievement from their current role to reference in the {key_skill_or_achievement} variable—it shows you did your homework.
You are a recruiter following up with a passive candidate who viewed your LinkedIn profile but didn’t respond to your initial message.
Candidate: {candidate_name} Days since first message: {number_of_days} Role: {job_title} Company: {company_name} New information to share: {recent_company_news_or_role_update} Their current focus area: {technology_or_domain_they_work_in} Tone: {respectful / direct / warm}
Write a 100 to 120 word follow-up LinkedIn message that acknowledges they may be busy, shares the new information as a reason for following up, reframes the opportunity based on their current work focus, and gives them an easy out. No guilt or pressure.
When to use it: When someone checked out your profile after your first message but hasn’t responded yet.
Pro tip: Wait at least 10 business days before using this follow-up, and always have genuine new information to share.
You are a recruiter reaching out to a candidate who recently posted about a professional achievement or work project on LinkedIn.
Candidate: {candidate_name} Their recent post topic: {what_they_posted_about} Current company: {current_company} Your role: {job_title} at {company_name} Connection to their post: {how_the_role_relates_to_their_achievement} Salary range: {compensation_range} Location: {remote_hybrid_or_location} Tone: {congratulatory / admiring / excited}
Write a 130 to 160 word LinkedIn message that opens by congratulating them on their specific achievement, naturally transitions to how that achievement relates to your role, presents the opportunity as a next step in their career trajectory, includes compensation and location upfront, and asks for a brief call. Feel genuine, not opportunistic.
When to use it: When you spot a relevant LinkedIn post from a target candidate within the last week.
Pro tip: Comment on their post first with a genuine insight, then send this message 24-48 hours later.
You are a recruiter reaching out to a candidate who recently left their job (LinkedIn shows “Former Title” on their profile).
Candidate: {candidate_name} Former role: {previous_job_title} at {previous_company} Time since they left: {recent_or_few_months} Your role: {job_title} at {company_name} Key requirement they meet: {specific_experience_or_skill} Start timeline: {immediate_or_flexible} Unique company benefit: {what_sets_company_apart} Tone: {supportive / opportunistic / straightforward}
Write a 110 to 140 word LinkedIn message that acknowledges their transition without prying into why they left, positions your role as perfect timing for their next move, highlights the specific experience that makes them ideal, mentions your flexible timeline if relevant, and suggests a conversation about their career goals. Be helpful, not pushy.
When to use it: When you find candidates who recently left their roles and might be open to opportunities.
Pro tip: These candidates get flooded with messages, so lead with what makes your role different, not just available.
You are a recruiter reaching out to a candidate who works at a competitor company and has skills your team needs.
Candidate: {candidate_name} Competitor company: {their_current_company} Their role: {current_job_title} Your company: {company_name} Role: {job_title} What you admire about their company: {specific_positive_comment} Growth opportunity you offer: {advancement_or_new_challenge} Team size or structure: {team_context} Tone: {respectful / bold / strategic}
Write a 140 to 170 word LinkedIn message that shows respect for their current company, explains what you admire about their background, positions your opportunity as a career progression rather than a lateral move, describes the team context and growth potential, and invites them to explore the possibility. Be confident but not poaching-aggressive.
When to use it: When recruiting from direct competitors where you need to differentiate your opportunity clearly.
Pro tip: Never badmouth their current company or imply they should be unhappy there—focus entirely on your unique growth opportunity.
Email Follow-ups After Initial Contact
You are a recruiter sending a follow-up email to a candidate who responded positively to your initial LinkedIn message but hasn’t scheduled a call yet.
Candidate: {candidate_name} Role: {job_title} at {company_name} Their initial response: {what_they_said_in_reply} Days since their response: {number_of_days} Your available times: {specific_time_options} Call duration: {15_minutes_or_30_minutes} Additional detail to share: {salary_benefits_or_team_info} Next steps after call: {what_happens_next}
Write a 150 to 200 word email that references their positive response, provides the additional detail they might find valuable, offers specific times for a brief call, explains what you’ll cover in the conversation and next steps, and makes scheduling easy with clear options. Professional but not formal.
When to use it: Three to five business days after a candidate showed interest but didn’t commit to a time.
Pro tip: Always offer specific time slots rather than asking “when works for you”—it reduces decision fatigue.
You are a recruiter following up with a candidate who had a positive phone screen but hasn’t responded to your email about next steps.
Candidate: {candidate_name} Days since phone screen: {number_of_days} Role: {job_title} What went well in the call: {specific_positive_from_conversation} Next step: {interview_with_team_or_hiring_manager} Interview format: {virtual_in_person_or_panel} Timeline: {when_you_need_response_by} Alternative option: {different_role_or_later_timing}
Write a 120 to 150 word email that reminds them of the positive call, clearly states the next step, explains the interview format and timeline, offers an alternative if timing doesn’t work, and asks for a direct yes or no response by a specific date. Friendly but businesslike.
When to use it: When a candidate went quiet after a good initial conversation.
Pro tip: Give them an easy way to say no or delay—candidates often ghost because they don’t want to disappoint you.
You are a recruiter reaching out to a candidate who interviewed but wasn’t selected, about a new role that’s a better fit.
Candidate: {candidate_name} Previous role they interviewed for: {original_job_title} When they interviewed: {timeframe} New role: {new_job_title} Why it’s a better fit: {specific_reason_based_on_their_background} What changed: {new_team_different_requirements_or_timing} Salary comparison: {higher_similar_or_different_structure} Your relationship: {worked_with_them_before_or_new_connection}
Write a 160 to 190 word email that acknowledges the previous process respectfully, explains why this new role is different and better suited to their skills, shows how their candidacy will be viewed fresh, includes compensation context, and invites them to a conversation. Strike a balance between opportunity and respect for their previous experience.
When to use it: When a new role opens that would suit a previous candidate better than what they originally applied for.
Pro tip: Be specific about why this role is different—don’t make it sound like you’re just recycling rejections.
You are a recruiter following up with a candidate who received an offer but hasn’t responded by the deadline.
Candidate: {candidate_name} Role: {job_title} Offer deadline: {original_deadline_date} Days overdue: {how_many_days_past} Flexible aspects: {salary_start_date_or_benefits_you_can_adjust} Firm aspects: {what_cannot_change} Next candidate status: {whether_you_have_backup_ready} Tone: {understanding / urgent / final}
Write a 130 to 160 word email that acknowledges the missed deadline without judgment, asks directly about their decision status, explains what aspects of the offer might be flexible, clarifies what cannot change, gives a new firm deadline, and expresses continued interest while showing the time pressure is real. Professional but clear about urgency.
When to use it: When an offer deadline has passed and you need a definitive answer.
Pro tip: Only extend the deadline once, and make the new deadline shorter than the original timeframe.
You are a recruiter checking in with a candidate who accepted an offer and starts in two weeks.
New hire: {candidate_name} Start date: {first_day} Role: {job_title} Manager: {hiring_manager_name} First day logistics: {time_location_and_what_to_bring} Paperwork status: {completed_or_still_needed} Team context: {who_they’ll_meet_first} First week plan: {onboarding_or_training_overview} Your availability: {how_they_can_reach_you}
Write a 140 to 170 word email that confirms their start date and logistics, updates them on paperwork or preparation needed, gives them context about their first day and week, introduces key people they’ll meet, reassures them about the onboarding process, and reminds them how to reach you with questions. Excited but organized.
When to use it: Two weeks before a new hire’s start date to ensure smooth onboarding.
Pro tip: Include the hiring manager’s direct contact info so they can build that relationship before day one.
Referral and Network Outreach
You are a recruiter asking a current employee for referrals from their previous company or network.
Employee: {employee_name} Role you’re hiring for: {job_title} Department: {team_or_department} Employee’s previous company: {their_former_workplace} Key skills needed: {specific_technical_or_domain_skills} Referral bonus: {amount_or_structure} Hiring timeline: {urgent_or_flexible} What makes this role attractive: {growth_opportunity_or_unique_aspect}
Write a 150 to 180 word email that explains the role you’re hiring for, asks specifically about people from their network or former company, describes the skills you need, mentions the referral bonus, explains why their referrals would want this opportunity, and makes it easy for them to make introductions. Appreciative and specific.
When to use it: When you have a specialized role and an employee who came from a company with similar talent.
Pro tip: Give them email templates they can forward to referrals instead of making them write from scratch.
You are a recruiter reaching out to someone who was referred to you by a mutual connection.
Candidate: {candidate_name} Referrer: {person_who_referred_them} Role: {job_title} at {company_name} What the referrer told you: {specific_thing_they_said_about_candidate} Referrer’s relationship to candidate: {former_colleague_friend_or_other} Why you’re interested: {specific_skill_or_background} Company connection: {how_referrer_knows_your_company} Next step: {call_or_coffee_meeting}
Write a 130 to 160 word email that opens with the referral connection, explains what the referrer told you about them, describes why you’re reaching out specifically, gives brief context about the role, suggests a low-pressure conversation, and thanks both them and the referrer. Warm but professional.
When to use it: When someone in your network refers a potential candidate to you.
Pro tip: Always copy the referrer on the initial email so they can see how you handled their introduction.
You are a recruiter asking a hiring manager to reach out to someone in their professional network about an open role.
Hiring manager: {manager_name} Target candidate: {candidate_name_if_known_or_description} Manager’s connection to candidate: {how_they_know_them} Role: {job_title} Why manager’s outreach matters: {relationship_credibility_or_insider_perspective} What you want them to say: {gauge_interest_make_introduction_or_specific_pitch} Your role in follow-up: {how_you’ll_take_over} Timeline: {when_you_need_this_to_happen}
Write a 120 to 150 word email that explains why their outreach will be more effective than yours, suggests what they should say without scripting them completely, clarifies how you’ll handle follow-up so it doesn’t create work for them, gives them a timeline, and makes the ask clear and easy to fulfill. Respectful of their time.
When to use it: When a hiring manager has a direct connection to someone you want to recruit.
Pro tip: Offer to draft the initial message for them to customize—most managers will appreciate the starting point.
You are a recruiter following up with someone who attended your company’s recruiting event or job fair.
Candidate: {candidate_name} Event: {recruiting_event_name_and_date} Where you met: {booth_presentation_or_networking} What you discussed: {specific_conversation_topic_or_their_interest} Role that fits: {job_title} Next step from event: {what_you_promised_to_follow_up_on} Application status: {if_they_applied_already_or_should_apply} Timeline: {interview_timeline_or_hiring_urgency}
Write a 140 to 170 word email that reminds them of your conversation, follows up on what you promised, connects their interests to a specific role, explains next steps clearly, includes application instructions if needed, and maintains the positive energy from your in-person interaction. Personable