Recruiters receive many unsolicited messages. Most are generic and get ignored. A specific, well-crafted message stands out. Here is how to write one that gets a response.
Subject line matters
Use a specific, professional subject line: “Senior PM with 6 years SaaS experience, open to new opportunities” or “Referred by [Name] re: open engineering roles.” This gives the recruiter immediately useful information.
Open with your relevant background
In two sentences, tell them who you are professionally and what kind of role you are looking for. Do not start with “I hope this email finds you well.” Get to the point. For more on this, see our guide on write a cover letter for an email application.
Show you know their work
If you are reaching out to an agency recruiter who specializes in your field, acknowledge that specifically. If you are reaching out to an internal recruiter at a specific company, show you know something about the company and why you are interested.
Make a specific ask
End with a clear ask: “Would you be open to a 20-minute call to discuss roles that might be a fit?” A specific, small ask is more likely to get a yes than an open-ended one.
Read next
- How to Write a Thank You Email After an Interview
- How to Write a Networking Email That Gets a Response
- How to Work With a Recruiter to Find Your Next Job
Frequently Asked Questions
How long does a recruiter spend looking at a resume?
Recruiters typically spend 6-10 seconds on an initial scan. They look for job title relevance, company names, and whether the most recent role is at the right level for the position.
What do recruiters look for first on a resume?
Most recruiters look first at your most recent job title and company, then check dates for gaps or progression, then assess whether the experience level matches what they need.
Should I include a summary at the top of my resume?
Yes, for experienced candidates. A 2-3 sentence summary that speaks directly to your target role helps recruiters understand your value instantly.
How many bullet points should each job have?
3-5 bullets for recent roles, 1-2 for older ones. Each bullet should describe an accomplishment or outcome, not just a task or responsibility.
Most cover letters fail because they summarize the resume rather than add to it. A recruiter reading your cover letter already has your resume in hand. They do not need you to recap it. What they want to know is why this role, at this company, is one you are genuinely excited about, and what specific experience makes you a stronger candidate than the other 150 applicants who also ticked all the required boxes. For more on this, see our guide on what makes a cover letter stand out to a recruiter.
The best cover letters I have seen treat the format like a brief business proposal. They open with a specific observation about the company or role, connect that observation to a relevant achievement, and close with a clear next step. This structure respects the hiring manager’s time while demonstrating that you have done real research rather than sending a mass application.
Length matters here, too. A cover letter should be between three and four paragraphs. Any shorter and it feels dismissive of the opportunity. Any longer and you are asking a busy hiring manager to read a document they typically spend less than thirty seconds on. Every sentence should either demonstrate fit, show enthusiasm, or move the reader closer to wanting to meet you.
One technique that consistently works is the mirroring approach. Take three words or phrases directly from the job description that describe the ideal candidate, then reflect them back using examples from your own experience. This shows attentiveness to what the employer actually wants while demonstrating that you meet those criteria without copying their language verbatim. For more on this, see our guide on write a cold email to a company you want to work for.
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