❗To Job Seekers, Here is Why Your Cold Emails to Hiring Managers Aren’t Working ❗

Did you know that more and more jobs are filled through networking and outreach messages than ever before?

With AI and Job Application Automation companies getting more popular, ATS systems are getting inundated with resumes and applications, there can be something like 500 – 1000 applications in weeks for a highly coveted role.

 That’s why building relationships, not just submitting resumes, is critical to landing your next role.

 As I am transitioning from resume writing to sending out emails, I have not lost my resume writing roots and I still carry over the same kinds of ideas in my email outreach.

In fact, a lot of the resume I create for clients is re-purposed in my email outreach.

The reason for my change to sending more emails to people than resumes to job openings is I believe that building relationships with people and networking at scale is the key to landing a job offer.

Who do you build relationships with? Good Question!

Doesn’t have to always be the hiring manager or recruiter, it could be an employee at the company who can give you a referral into the company (after you have built a relationship) 

I believe it’s time to flip the script on how we approach hiring managers. If your cold emails aren’t getting responses, here’s why:

1. They’re All About YOU.

Focus on the recipient,

Show them you’ve done your homework, what impresses you about their work? How does the company’s mission align with your career goals? Why do you think you’d be a great fit?

What does their company do that excites you?

Being proactive and answering these kinds of questions are great because these are likely questions either in the application process or questions an interviewer would ask you.

2. You’re Asking Without Giving.

If you’re requesting a callback but offering no value in return, why should they engage? Provide insights, solutions, or even a relevant observation first.

Think of every outreach email as a small deposit in a relationship bank. Share insights, acknowledge their achievements, or offer value first. After enough deposits, you’ll earn the trust to make a withdrawal by asking for their time or consideration.”

3. They’re Vague.

“I did research,” but didn’t mention what research.

“Thanks for opening my email,” but provided no context or value.

Saying are there are “obvious opportunities between the two of us”

You’re making them do the heavy lifting, do not give the recruiter / hiring manager homework.

4. No Sell Sheet.

A quick, compelling summary of your skills and experience is your golden ticket. It’s like a mini pitch—skip it, and you lose their attention.

In my resume writing, this is the executive summary…

Here is an example –

10+ years of experience in operations and supply chain technology. Increased FAO Schwartz’s revenue from $17M to $23M within one fiscal year and from $23M to $30M in another. Expertise in solving inventory flow challenges, creating SOPs, and maximizing cost savings through resource management and team buy-in.

5. No Pain Points.

What are they struggling with? Hiring talent? Leadership gaps? Show you understand their challenges and position yourself as a solution.

What if I don’t know their pain points? –  Start by reading the company’s job descriptions, recent press releases, or LinkedIn posts to identify challenges they might be facing.

6. Ignoring the Playbook.

Did someone give you a roadmap (templates, proven methods)? Use it. Reinventing the wheel rarely works.

7. No Personality.

If your emails lack authenticity and fails to reflect your voice, it will come off as a generic pitch. Hiring managers, you know what,  forget the title, HUMANS want to connect with a real person, not a generic pitch.

8. Over-Reliance on the Resume.

In addition to all the above, a lot of people just send a resume, Think of your email as the trailer, not the whole movie. It should excite them about you, and encourage them to not be a boring recap of your resume.