The Definitive Guide For Email Outreach
The Definitive Guidefor Email OutreachBest Practices, Benchmarks,and Recommendations for NurturingPassive TalentThe Definitive Guide for Email Outreach1
Table of ContentsThe Landscape of Talent Acquisition is ShiftingAs the days of posting jobs and waiting for inbound applicationsrecedes into the background, capturing the attention of passive talenthas become the prevailing strategy for talent acquisition teams andthese teams themselves are fast becoming some of the most criticalhires a company can make.1. Sequence Stages42. Sequence Cadence63. Subject Lines84. Send Times135. Message Length176. Personalization Tokens197. Message Content218. “From” Names319. Calls to Action3310. Further Testing35The Definitive Guide for Email Outreach2
By the NumbersThe Current State of Talent AcquisitionRecruiters, of course, are under enormous pressure tonurture—and ultimately to capture—top talent, a pressurewhich carries a significant side effect: More and more timeis spent at the top of the recruiting funnel. That work isn’tcentrally tracked; and—until recently—platforms haven’t beenavailable to help them understand the data at hand. Teamsthus haven’t had access to data-driven approaches, whichallow them to measure and examine the impacts of theirefforts to refine future outreach strategies.Of course, metrics such as email opendiscover its own best practices. In therates, click-through rates, and responsemeantime, teams should know whatrates have driven marketing teams forkinds of messages are statistically moreyears. Rigorous attention to what’slikely to resonate with prospects andhappening “on the other side” is noencourage responses. This can serveless critical in the field of recruiting.as a starting place as they undertakeNow that the technology is available,the journey of discovering whichteams have begun to implement it. Andmethods drive engagement for them.they’re already uncovering key insightsIn the following report, we dive into bothinto prospective candidate interest andour own data and expert opinion to offerengagement.both best and most effective practicesAt Gem, we’re seeing this transitionfor prospect outreach.firsthand. Soon enough, every talentAnd we wish you the exhilaration ofteam will be internally equipped todiscovery on your own journey.32%80%of the workforce in the U.S.is actively looking for workof the global workforce ismade up of passive talent68%2Xof organizations say their toprecruitment priority is sourcingcandidates directlySourced candidates arehired at more than twice therate at which inboundapplicants are hired90%90%of candidates prefer to becontacted by email (rather thanphone or InMail) about jobopportunitiesof all talent (active andpassive) is open to hearing aboutnew job opportunities, even if theyaren’t looking121The number of emails theaverage prospect receives in aday. This points to the necessityof cutting through the noise.The Definitive Guide for Email Outreach3
1Number of Stagesin an Email SequenceData from 735,000 prospect outreach campaignsshow prospects responding to recruiter emails at thefollowing rates:One Emailreceived a2 Emailsreceived a15%reply rate26%reply rate3 Emails4 Emailsreceived a31%reply ratereceived a35%reply rateThe Definitive Guide for Email Outreach4
Sequence StagesBest PracticeThe TakeawaysDon’t Fear the Follow-Up!Our data suggests that four emailsThis rule continues to hold past the first 4make for an effective prospect outreachemails; but when we broke out responsescampaign.by “interested” vs “not interested,” weAs a general rule, the total number ofresponses goes up as the number ofemails in a sequence increases—evenif the number of responses to a singleSilence Rejectionstarted to see diminishing returns. A4-stage sequence strikes the right balance between connecting with talent andpreserving employer brand.stage doesn’t increase.Emails have short lifespans;candidates are less likely to returnto your initial email than they are torespond to your most recent oneWhy Follow-Up Messages WorkThe data proves that multi-stageTo the first point, time constraints—notsequences are more effective at elicitingto mention the tediousness of manualresponses from candidates. Yet infollow-ups—disappear with automation.practice, many recruiters still only send(Indeed, recruiters who use Gem work,one follow-up, if any.on average, 5x more quickly throughIf followups are so important, why aren’trecruiters sending email #3 or #4? Ourfollow-up outreach with our automatedfollow-up feature.)conjecture is that this is the case for aAs for points 2 and 3, remember thatfew reasons:passive candidates are less likely to12respond to that first (or second, or third)3We don’t have timeWe don’t want to come off asaggressiveRejection is hard! And we don’twant to feel it, againThe best recruiters knowthe power of the follow-upemail for one simple reason: They’reemployed full-time, meaning they’re busya greater proportion of the time than activecandidates are. Follow-up messages areeffective because they let you experimentwith timing, eventually catching prospectswhen they can process what you’re offering.The Definitive Guide for Email Outreach5
2Spacing SequenceCadenceOur data shows that sourcers’ messaging cadencespeeds up as they get further into the sequence. Butregardless of stage, most sourcers send follow-up emailswithin 2-7 days of the most recent outreach. Note that a6-6-3 cadence leads to email delivery on a different dayof the week throughout the sequence. Other cadences,like 5-5-4, would do the same.The Most Common Wait Times Between EmailsFIRSTTHIRD6 Days3 Days6 DaysSECONDFOURTHThe Definitive Guide for Email Outreach6
Sequence CadenceBest PracticeSequence Cadence: Keep Yourself Top-of-MindIt’s worth emphasizing that the timehas proven valuable when it comes tolapse between subsequent emails in theresponse rate.chart on the previous page shrinks asthe sequence progresses.Pro Tip on Sequence CadenceNote: We wouldn’t necessarilyrecommend sending a follow-up onOur hypothesis is that talent teams areday 7. After all, you may not haveprioritizing staying top-of-mind; and thatgotten a response because that daycreating a subtle sense of urgency withof the week is particularly busy fora “half-life rule” between messagesthe prospect.Remember, There areTwo Types of CadenceSend cadence (delivery timing) andconversational cadence (the rateOne pattern our team at Dropbox hasobserved is that six days is a bit of a magicnumber when it comes to email outreachcadence. It means we’re always catchingthe prospect on a different day of the week,which increases our chances of eventuallyhearing back from them. It also means we’reallowing enough breathing space betweentouches to give the prospect time to turnover what we’re offering.Mike MoriartyHead of Engineering Recruitingat which you move your messagingforward). Take both into accountwith every email.The Definitive Guide for Email Outreach7
3Subject LinesNaturally, there’s a direct correlation between subjectlines and open rates. For our best practices on thiselement, we pulled data on our customers’ token usage,then combed through thousands of subject lines andobserved the characteristics of those lines that saw thehighest open rates.Tokens represent values that are either auto-capturedfrom the prospect’s LinkedIn profile (i.e. {{company}})or manually entered by a sourcer (i.e. {{reason}}). Thesevariables can be dropped anywhere in subject lines ormessage copy when the sourcer is creating the emailsequence. The value will automatically populate theemail, replacing the token when the outreach is sent.In short, tokens offer the best of both worlds:personalization and automation.The Definitive Guide for Email Outreach8
Subject LinesBest PracticesPersonalizeThe Power of {{reason}} and {{extra}} TokensPersonalized subject lines increase open rates by 26%—and as our ownWhile {{first name}} is by far the most popular subject line token among our usersdigital footprints for years. Do your due diligence and research them—(84% of subject line tokens use {{first name}}), it’s the more detailed personalizationon LinkedIn, Twitter, Facebook, and elsewhere. Then drive opens with atokens—{{reason}} and {{extra}} tokens—that get the strongest reply rate, at 45%.personalization token.That’s nearly twice the reply rate of subject lines without personalization tokensIf you’re using Gem, we recommend a short {{extra}} token in the subject line(26%). This data suggests it may be well worth it to recruiters to think beyond(the prospect’s first name, alma mater, current company, etc.), and a longer{{first name}} and experiment with more deliberate and rigorous subject line{{reason}} token in the body copy (a recent success, a blog post they wrote,personalization. Our recommendation is to do this through {{extra}} tokens, whichan interest that would make them make them a great add to your companyallow for a combination of more distinctive personalization and brevity. (After all,culture or a career aspiration they appear to have whatever might inspireyou still have subject line length to consider.)them to respond).data shows, they nearly double response rates. Prospects have been leavingToken Type1.7%5.3%9.0%First NameMultipleCompany NameOtherJenna WilliamsWhat’s next after {{company}}?{{first name}}: {{school}} {{company}} awesome background!78.4%No Token21.6%Token84.0%Mutual Connections Can HelpAnother personalization strategy is to mention a mutualconnection or referral in the subject line. This functions as animmediate endorsement, evoking trust in the prospect. Keepin mind that passive candidates won’t exactly be interested inintroducing risk into their lives with a career change. Having acommon connection—especially one who already works atyour company—psychologically minimizes that risk.The Definitive Guide for Email Outreach9
Subject LinesAppeal to ValuesPassive talent may be checking their email in sprint-mode; but their hearts go withthem even as they scan their inboxes. Think about “the greater good” your companyJenna Williams{{first name}}, How ADRs are Different @ {{company}}is ultimately trying to offer, the demographic it most wants to support, or the valuesand causes it hopes to honor. You might confirm through research whether you sharethose values with your prospects—but chances are pretty high that you do.Not all AI startups are equalWould you like to do what Google does on the Web – but in games?Jenna WilliamsLooking to make an Impact on heathcare in America?TECH & TRAVEL {{company name}}! ( 135M Raised, Series C)Opportunity to own a high-visibility product that leveragesmachine learningMachine Learning to Combat CancerMarket This: Fundamental Digital Rights for AllHelp us make the internet a safer place! (Career Opportunity)Appeal to CuriosityThe prospects you’re reaching out to are top professionals and problem-solversin their fields: They already possess an instinct for inquiry. In the context of talent{{first name}}, Fight Online Fraud with Product Designoutreach, let’s define curiosity as the urge to understand “language events”(subject lines) that are ambiguous, uncertain, or partial. Curiosity is one of themost influential drivers of human behavior—in this case, email opens. That’sbecause it releases dopamine, a chemical associated with motivation. Considerthe questions the subject lines above invoke.The Definitive Guide for Email Outreach10
Subject LinesJenna WilliamsRe: Build a Marketing team from scratch!!Lead the Toronto office of {{company}} – We just raised 53MSeries D!Help define an industry! Hiring our first Sr. Front End EngineersHi {{first name}}, secure the infrastructure that powers 90%of fintech?{{first name}}, come disrupt the cloud testing space!Want to join the next unicorn?What’s the next design breakthrough in your career?Ready to love coming to work every day?Want to join THE fastest-growing travel company inCanada’s history?{{first name}}, want to chat about the future of liveentertainment?Recognize The Power of (Powerful) VerbsIf you’ll allow us to state the obvious, action words inspire action. When prospects arepresented with powerful verbs, they’ll feel both implicitly challenged (in a good way!)and empowered. Verbs also help passive candidates better visualize what successcould look like in that role you’re offering. “Build,” “lead,” “define,” “secure,” “disrupt,”and “reinvent” are among the more compelling verbs we’ve see talent teams use.Experiment With QuestionsQuestions place recipients in an instant dialogue with your email—even beforethey open it. Prospects will naturally pause and respond internally—and will thenbe lured in to find out (or be affirmed in) the answer.Avoid Words That Trigger SpamWhile we’re discussing punctuation, remember that your message will!pass through two “spam filters”: the one built into the email platform,and the prospect’s own two eyes. While questions can be effective,avoid ALL CAPS, over-exclaiming (!!!), excessive dollar-signage ( ),and phrases like “make money.”The Definitive Guide for Email Outreach11
Subject LinesFlattery (Might) Get You EverywhereConsider PersonalityCompliments trigger reward centers in the brain, which leave us wanting more ofOf course, how much personality you inject into prospect outreach will hinge onthe resulting “mini high.” Prospects are likely to try to extend this feeling by clickingyour overall brand personality, not to mention what you know about your prospectivein. Note that flattering the egos of prospects’ future selves (“come be our expert”)candidates. But if it fits your company style, a little pun never hurt anyone—indeed,can be as impactful as flattering their current selves.it probably only ever caught their attention. (Note the subject line that plays on theword “audit” below opened to an email about a Senior Accountant position.)Pop culture references, emojis, and humor of all kinds also fall into this category.Experiment with these as you see fit.Jenna Williams{{first name}} {{company}} Needs Your Mad SkillsPlay a pivotal & impactful role as our machine learning expertJenna Williams{{first name}}, be audit you can be at {{company}}!We’re in need of a top-tier Staff Data Engineer, {{first name}}.Are you free to connect in the next few days?{{company}} makes you an international superstar!Looks like you've been KILLING IT at {{company}},{{first name}}. now what's next?Want global users to view your work?Unicorns, Narwhals, and Designers – oh my!Impact 80M American LivesHello, Is it {{company}} you’re looking for?Consider BrevityDepending on whom you ask, somewhere betweenJenna Williams{{first name}} Help us usher in the EV Revolution46% and 59% of email opens occur on mobile. Youdon’t want your subject line cut short on smaller devices.Test subject lines between 32-49 characters to determine“most effective length”—but our guess is that theInterested in Designing for Machine Learning?language in your subject line will carry more significanceEngineering adventures at {{company}}than the length will. (Just keep below 50 characters!)In search of my newest teammate.New Challenge, {{first name}}?The Definitive Guide for Email Outreach12
4Send TimesWhen your outreach is competing with 120 daily emailsfor prospects’ attention—and when passive talent inparticular doesn’t have the luxury of carefully attendingto every message they receive—you want to put youremail in a position to get noticed. Great subject lineswill get you great open rates, sure. But a subject line isonly as great as it is visible. And this means getting it asclose as possible to the top of prospects’ inboxes.The Definitive Guide for Email Outreach1313
Send TimesBest PracticeSend Times: Plan Outreach Based on Seconds-Until-OpenYou’ll discover the best window for your prospective candidates through testing, overMore than 50% of prospects open emails within the first 1.5 hours of send time—datathat underscores the importance of catching passive talent at the right time. In otherwords, you’ll want to send as close as possible to when prospects will be sitting downat their computers next to tackle email. That’s because most people take a top-downtime. In the meantime, what we’ve discovered at Gem is that Mondays and Tuesdaysare strong send days overall; but “best times” were more nuanced when we dug inby role. (We looked at engineering managers, engineers, sales, and recruiting, sincethese are the demographics most of our users reach out to):approach to email, reading the messages that came in most recently, first. The onesthey don’t get to get archived—which often means they remain unopened.50% of your prospects would haveopened your email by now8,000Message seconds1minute10minutes1hr1.5hrs10hours24hoursTime Until OpenThe Definitive Guide for Email Outreach14
Send TimesEmail: Best Send Days & Times by RoleEngineering ManagersEmails sent betweenSaturday afternoon and Sundayafternoon performedEmails sentTuesdays and Wednesdays4 pm - 8 pm performed10%5%better than the averagebetter than the averageEmails sent fromWednesday-Friday duringthe workday performedEmails sentMondays and Tuesdaysduring lunch performed5%worse than the average10%worse than the averageHypothesis: Engineering managers aren’t checking—or at least they’re notresponding to—their personal emails at work. (And if they’re not responding tothem when they receive them, chances are high they won’t return to them at aEngineersEmails sentTuesdays and Wednesdaysbefore 8 pm performedEmails sent Saturday (all day)and Sunday before 3 pmperformed5%10%better than the averagebetter than the averagelater hour.) The data suggests it’s best to catch them in the hours after work andon the weekends.Emails sentThursday and Friday eveningsperformed15%worse than the averageHypothesis: Engineers aren’t checking (or responding to) their personal emails atwork, either—but the data suggests that they’re more likely to check and respondto emails in the morning before the workday begins.* “When to send” is based on an open rate within 60 hours of send time. We used opens rather than replies as our metric,since the latter is biased by message content.The Definitive Guide for Email Outreach15
Send TimesBest Send Days & Times by RoleSalesEmails sent on Sundaysbefore 6 pm performedEmails sent Mondayafternoons performed20%15%better than the averagebetter than the averageEmails sentWednesday-Saturday performed5%worse than the averageHypothesis: Sundays likely work so well because salespeople are online,planning for the week ahead. Our best guess is that Monday afternoons arealso good times because, exhausted from the crunch of Monday meetings,salespeople are more open to opportunities than they might be on otherRecruitingEmails sent onMondays and Tuesdaysat lunchtime performed20%Emails sentduring lunch any dayperformed at least5%better than the averagebetter than the averageEmails sent onMondays and Tuesdays (all day)performedEmails sentWednesday-Friday performeddays of the week.5% & 15%better, respectively, thanthe average10%worse than the average(except, of course, those sentduring lunch)Hypothesis: While they spend a good portion of the day on email platformsin general, recruiters likely use their lunch breaks as a time to check in onpersonal email. The data suggests that lunchtime on any workday will get moreengagement—but sending earlier in the week at lunchtime may increase yourchances of a ailEmailOutreachOutreach1616
5Best PracticeMessage LengthErr on the Shorter SideBased on our data, there seems to be no meaningful correlationbetween message length and reply rate. It’s worth noting,however, that the majority of messages we looked at werebetween 90 and 220 words long. (Sourcers typically usehyperlinks directing prospects to webpages on careers andcompany culture when they want to offer more information.This keeps the messaging simultaneously rich and short.)Our hypothesis is that our users are already following a“best practice” of shorter outreach messaging. Indeed, studieshave suggested a “sweet spot” of 50-125 words, which yieldresponse rates of 50-51%:10 words36% response25 words44% response50 words50% response75 words51% response100 words51% response125 words50% response150 words49% response175 words49% response200 words48% responseSource: BoomerangApp.comTheThe DefinitiveDefinitive GuideGuide forfor EmailEmail OutreachOutreach1717
Message LengthPro Tip on Message LengthLinkedIn Recommends200-500 Words For InMailMake the Email Easy to ReadIndeed, its study of InMail data fromcount also takes structure into account:recruiters in San Francisco concludedA 200-word email is only as good as“that the shorter the InMail, the higherthe breathing space between sentences.the response rate.” (The same, by theBreak those words up into shorter blocksway, was true for subject lines.)of text so that the message contains 3-4There’s a commonsense element toI’m definitely in the shorter-is-better camp.Of course, the shorter the message, the morecompelling its words need to be. The essentialthing is to make sure you’re always addingvalue for the candidate, whether it’s in20 words or 200 words.Chinsin SimSenior Technical RecruiterA more nuanced hypothesis about wordparagraphs.the argument that short-and-to-the-pointFrom a UX perspective, this is easier onoutreach (assuming it’s also personalizedthe eyes—and easier for the recipient toand genuine) will outperform longscan and digest than one big block ofemails. Remember, passive candidatestext would be.aren’t exactly swimming in free time.And you can deliver the essentials—personalized mention, a compellingdetail or two about the opportunity, acall to action—in fewer than 10 sentences.Then there’s mobile to consider: AniPhone will show about 120 words ata time—even with breaks betweenparagraphs. An implicit best practice youmight draw from this fact is to includethe most important information of yourmessage within the first 120 words.Don’t make passive talent scroll for thegood stuff.The Definitive Guide for Email Outreach18
6Using Tokens inEmail Message ContentMost tokens are either very rarely used ({{last name}},{{school}}) or very frequently used ({{first name}}), makingit difficult to gather meaningful data on their impact.However, our data shows that reply rates are 10-20%higher when the sender uses a {{reason}} token inthe body copy.Source: BoomerangApp.com.The Definitive Guide for Email Outreach1919
Using Tokens in Email Message ContentIntroducing the {{reason}} ighlyMessagesareAreWayWayBetterThe {{reason}} token is a concept unique to Gem’s platform that allows recruitersto personalize the motivation for reaching out to each prospect while on their100%LinkedIn profile (i.e. “I’m reaching out because I see you worked at [Company X]messages when sequences are sent in batch.Reply Rates With and Without Reason Tokens, By cline80%% of Messagesthat just came up here”). This variable is then inserted into respective prospects’Accept90%for four years; and it looks like you have rare industry expertise for an sonal2468SomewhatPersonalPersonalization50%Source: AlineLerner.com40%30%20%10510101510%0%no reason reasonEng Manager89747no reason98284417Experimenting with Personalization at Scale with Tokens40164121070Because each prospect—or each prospect pool—will have their own “sweetspot,” sourcers should experiment with and test tokens at scale. SomereasonEngineerno reasonreasonno reasonRecruitingreasonSalesquestions worth asking:Do {{company}} tokens or {{title}} tokens get better response rates?Best PracticeIs it better to mention prospects’ current company or your company?Does the {{school}} token work better for recent grads versusUse Reason Tokens and Test Other Token Typesexperienced talent?We’ve already recommended using personalization tokens in subject lines; theDo more tokens earn more responses? Or are there diminishing aftereffectiveness of {{reason}} tokens in message copy confirms the overall power ofreturns after a certain point?personalization. Indeed, a study of nearly 8,000 recruiting emails showed highlypersonalized messages outperforming both somewhat personalized andimpersonal outreach. Highly personalized messages saw a 73% engagementrate, while reply rates for somewhat personalized outreach were no better thanreply rates for outreach that wasn’t personalized at all. So experimenting withpersonalization—both at scale with tokens and in a more focused way for highlysought-after talent—may deliver terrific ROI.The Definitive Guide for Email Outreach20
7Message ContentOur hypothesis is that best practices for message contentshould be shaped by candidate sentiment. Seemsobvious? Perhaps; but sometimes the self-evident is worthsaying aloud.Here’s what candidatessay they want to knowabout the job opportunity:Here’s what they saythey most want to knowabout your company:Career trajectoryCulture 66%Expectationsand workloadPerks 54%What a “day inthe life” looks likeMission 50%EmployeeperspectivesThe Definitive Guide for Email Outreach21
Message ContentHere’s What Talent Most Wants in a Job:Career advancementChallengeFair compensationThe Most Common Reasons Professionals Give for Leaving Their Jobs are:Lack of career opportunity& advancementWant morechallenging workUnhappy withcompensation & benefits43%35%29%The Most Important Factors Candidates Take into Account whenHere’s What Talent Wants to Be Told in Your Initial OutreachWhy you’re reaching out tothem specifically73%Compensation49%64%72%The role’s responsibilitiesAccepting a New Job are:ProfessionaldevelopmentBetterwork-life balance33%33%69%60%Projected salary range52%47%The company’s culture45%The company’s mission34%33%U.S. and CanadaGlobalSource: LinkedIn.comIn other words, top talent is already telling you what to include in your outreach.But alongside those questions prospective candidates want answered, it’s worthconsidering what they want in a job—and why they may be willing to leave theirs.This should help you determine what information to lead with.The Definitive Guide for Email Outreach22
Message ContentBest PracticesExplain Why You’re Reaching Out to ThemThis is another way of reiterating: Personalize. And we don’t just mean mentioning mutual interests here, though that’s been shownto work in subject lines. You’ve done your research. You know what projects and initiatives your prospect has been undertaking attheir current company in recent years. You know their interests and skill sets, and have a strong sense of what they could bring tothe position (or to a specific current project) and offer your company. Tell them as much. It’ll flatter them, yes. It’ll also make you lookinstantly trustworthy.A Note on PersonalizationRemember, there’s a differencebetween somewhat personalizedmessages (which see the sameHey {{first name}},response rates as impersonal{{reason}}.messages), and highly personalized[company name] is an account aggregation technology looking to make big waves in fintech. Last year weopened our second engineering hub in Chicago, raised 147M in funding. and now we’re ready to scale!We recommend 1-2 details uniquemessages. Go deep with your outreach.to the prospect in your openingWe’ll need to grow by about 70 engineers (currently 15) over the next two years, so we’re looking for theright people to have a hand in shaping the engineering culture of our new office. {{extra1}} tells me you mightenjoy, and add a lot of value, to our building process.paragraph. Then dedicate a fullWhen do you have some time to jump on the phone this week? I’m flexible and would love to hear moreabout your background, interests, and of course, share more about [company name].skills and experience would make aparagraph to what you know abouttheir work and how you believe theirterrific fit for your company.That full paragraph is an essentialHey {{first name}}, I hope your {{day of week}} is going well.I partner with our Success Engineering Managers at [company name] to identify new technologyfocused customer centric individuals for our team. Your experience {{extra1}} caught my eye andI thought I’d reach out to tell you more about our team. This is a truly ideal time to join -- it’s stillearly enough to have a huge impact and to create an amazing home in the greater Denvertech-community. We’re outgrowing the startup phase and running to power the entire customerdata ecosystem, and we need the best people to take the market.best practice for connecting with highlysought-after talent (diversity candidatesor leadership roles, for example), ortalent pools in which there are onlya small handful of people that arequalified for the job.I realize that you might be happy at {{company}} and not actively planning a move right now, yetmy hunch is that this would be a great conversation at least. I’m adding a few links below in caseyou want to dig in more.Let me know if you’re interested. The next step would be to have an intro call with me to helpfamiliarize you more with the customer-facing Success Engineer opportunity. Open to learning more?The Definitive Guide for Email Outreach23
Message ContentHey {{first name}},Pleasure to meet you. My name is [name] and I work for [company name], a Series B NEA backed data analytics companythat is starting to explode with growth.Straight to the point: We are about to double in size and we’re looking to hire a Solutions Architect (ProfessionalServices/Consultant). This role will work on implementation / analytics consulting for our top clients and simultaneouslycreate scalable processes for a new org as we take on more customers next year.At Gem, we know
(84% of subject line tokens use {{first name}}), it's the more detailed personalization tokens—{{reason}} and {{extra}} tokens—that get the strongest reply rate, at 45%. That's nearly twice the reply rate of subject lines without personalization tokens (26%). This data suggests it may be well worth it to recruiters to think beyond
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