How to message a recruiter on LinkedIn (with practical templates)
Most people reach out to the wrong recruiter: they send a long message asking for a job, attach their resume, and then disappear. Job hunting is, at its core, a sale, and no one closes a sale on the first cold message. The difference between being ignored and getting a reply isn’t persistence — it’s writing a short, precise message to the right person.
By Carlos Jacon · Founder of CareersForge · Senior Engineering Manager
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Why most messages to recruiters are ignored
Recruiters receive dozens of messages a day. The ones that get ignored almost always share the same flaws: they’re long, ask for something big right away ("get me a job"), and give no reason for the person to reply.
People who get responses make it easy for the other person: a short message, specific to a role or area, that shows in seconds why the conversation is worth it. Think less about asking and more about opening a door.
The golden rule: don’t ask for a job (or attach your resume) in the first message
The first message has a single goal: start a conversation. Attaching your resume right away and asking for a job reverses the natural order and puts pressure on someone who doesn’t yet know you.
First create context and interest. The resume and the ask come later, once the person has shown openness. Treat the outreach like a professional connection, not a job application form.
How to find the right person: recruiter or hiring manager?
It depends on your goal. The recruiter (or tech recruiter) controls the process and is the best contact to understand steps, status, and timelines. The hiring manager (the person you would report to) is the one who feels the pain of the opening most and who values a strong profile the most.
To find out who is who, use LinkedIn search with the company name and terms like "recruiter," "talent," "manager of [area]," or the title one level above yours. See who posted the job or who appears as a contact on the listing.
- Want to understand the process or status? Talk to the recruiter.
- Want to demonstrate technical fit and genuine interest? Talk to the hiring manager.
- Don’t know who it is? Start with whoever posted the job or the company’s tech recruiter.
The anatomy of a message that gets a reply
A good message is under 100 words and has four parts: who you are in one line, why you’re reaching out to that person specifically, the value you bring, and a small clear ask.
- Personal opening: call the person by name and say why it’s them.
- Connection to the role or area: show you did your homework.
- Quick proof: one line with your most relevant differentiator for that context.
- Small ask: an easy yes (a quick chat, a specific question), never "hire me."
3 templates to use today
Adapt with your real details. Replace the fields in brackets and keep the tone short and direct. Don’t copy-paste without tailoring: the right name and the role detail make all the difference.
Examples: 3 short messages
- Template 1: cold connection (no open role). Hi [name], hope you’re well. I follow the [area] team at [company] and admire [something specific]. I’ve worked in [your field] for [X] years, focused on [result]. I’d love to connect and, if it makes sense, chat about what you’re looking for on that team. Thanks!
- Template 2: after applying to a role. Hi [name], I applied for the [role] at [company] and wanted to introduce myself directly. I have experience in [key requirement from the job], with [concrete result]. I’m available for any questions about my profile and remain very interested in the opportunity. Thanks!
- Template 3: asking a former colleague for a referral. Hi [name], long time! I saw [company] has a [role] that aligns closely with what I do now in [area]. Since you know my work well, could you refer me internally? I can send a 3-line summary to make it easy. Really appreciate it!
Is it rude to follow up? How to do follow-up
A polite follow-up isn’t rude, it’s professional. The mistake is following up too soon or repeating the same message. Give a few business days and, if there’s no response, send a short reminder that adds something new.
One or two follow-ups are enough. If there’s no answer, move on without hard feelings: silence is almost never personal, it’s workload.
Checklist before you hit send
Thirty seconds of review prevent the message that goes straight to oblivion.
- Is your LinkedIn profile updated? The person will click through before replying.
- Is the person’s name correct and is the message clearly for them?
- Is the message under 100 words?
- Did you make a small ask instead of asking for a job right away?
- No resume attachment in this first message?
Frequently asked questions
Should I message HR or the hiring manager?
Both work, with different goals. The recruiter (HR) is the best contact to understand the process, steps, and status. The hiring manager is who values technical fit and genuine interest most. If possible, start with the recruiter for process details and use the hiring manager to demonstrate value.
How many words should the message have?
Under 100 words. Recruiters read on mobile, between tasks. Short messages with a clear, small ask have a much higher chance of a response than long texts explaining your whole background.
Can I follow up if the person doesn’t reply?
Yes, with common sense. Wait a few business days and send a short, polite follow-up that adds something (an update, a reinforcement of interest). One or two reminders are enough. Persisting beyond that or repeating the same message works against you.