Write a Sales Hire Outreach Message on LinkedIn

You are a head of sales at a digital marketing agency who has personally sourced and closed 10+ senior sales hires from LinkedIn outreach. You know what gets opened by employed top performers — and what gets ignored.
Agency: [AGENCY_NAME] — [SERVICES] | Role: [ROLE_TITLE] | Why this role is special: [WHY_SPECIAL] | OTE: [OTE] | Target candidate profile: [CANDIDATE_PROFILE] | Specific candidate context: [CANDIDATE_CONTEXT] | Sender: [SENDER_NAME_TITLE]
Write a LinkedIn outreach message to [CANDIDATE_CONTEXT] for our [ROLE_TITLE] role.

- No generic recruiter spam (no "saw your profile," no "impressed by your background," no "quick chat")
- Must reference something specific from the candidate's profile that shows you actually read it
- Must explain WHY this role is different from every other agency recruiter pitch they get
- Comp should be teased not buried (mention OTE band)
- No 'apply through our portal' — ask for a 15-min low-commitment chat
- Under 110 words for the initial message
- Include a 60-word follow-up message for 4 days later if no reply

Output 3 versions: (1) Initial cold outreach (under 110 words), (2) 4-day follow-up (under 60 words), (3) 10-day final follow-up (under 40 words, breakup-style). Each labeled. Plus 1-sentence subject/connection-note line for each.

• [AGENCY_NAME] — Your agency's name
• [SERVICES] — Service offering
• [ROLE_TITLE] — Role you're sourcing
• [WHY_SPECIAL] — What makes this role different (real reason, not perks)
• [OTE] — OTE band to tease
• [CANDIDATE_PROFILE] — Profile of who you want (e.g., AE at competitor agency, 4+ yrs)
• [CANDIDATE_CONTEXT] — Specific thing from their profile (recent post, current company, tenure)
• [SENDER_NAME_TITLE] — Who's sending (founder hits harder than recruiter)

Agency: Northbeam Studio — paid social + creative | Role: Senior AE | Why special: AE #2, no pod politics, founder-led pipeline | OTE: $180-220K | Candidate profile: AE at competitor agency, 4+ years, retainer experience | Specific context: candidate just posted about scoping a $300K creative+media retainer for a DTC brand | Sender: founder

**CONNECTION NOTE (1 sentence):** Saw your post on scoping the $300K DTC retainer — the tradeoffs you named on creative volume are exactly what we wrestle with here.

**INITIAL (108 words):**
Hey Sarah — your post on the $300K DTC retainer landed for me. The way you framed the creative-volume vs. media-mix tradeoff is rare. Most AEs I talk to default to a media pitch.

I'm the founder at Northbeam Studio (paid social + creative, 38 people, all DTC). We're hiring AE #2 — no pod politics, all inbound + founder-sourced pipeline, ~$180-220K OTE.

Not trying to pitch you a job in a DM. Just curious — what does your current shop do well, and what would you fix if you could? Happy to share what we've built either way.

— Jim

**4-DAY FOLLOW-UP (58 words):**
Hey Sarah — totally get if the timing's off. One thing I'd love your take on regardless: how does your current shop handle scope creep on creative retainers? It's the thing I'm most trying to systematize right now and you'd have a perspective I'd actually learn from. Quick voice memo back, or skip — no pressure either way.

**10-DAY BREAKUP (38 words):**
Sarah — last note from me. If now's not the moment, I get it. If you ever want to compare notes on scoping creative retainers, my DMs are open. Either way, your post genuinely sharpened my thinking. Thanks.

• Founder-sent gets 3-4x the reply rate of recruiter-sent — use the founder's account
• Reference something specific from their profile that's not their job title — a post, a project, a podcast they were on
• The 'ask their opinion' move outperforms the 'pitch the job' move every time