RecruitingIntermediate3-step sequence

How to Poach Top-Tier Talent

The best candidates are not on job boards. They are happily employed at competing companies. This sequence is designed to build a relationship before asking them to jump ship.

The Template

Template Variables

{{impressiveDetail}}Something specific they built or achieved

Example: "the migration pipeline you built at Stripe"

{{careerGrowth}}What this new role offers that their current one doesn't

Example: "lead the entire backend infrastructure team"

Tactical Note: Email 1: The Compliment. Great engineers get 10 generic recruiter emails a day. Highlighting a specific project proves you actually did your research.

Subject Line

your work at {{companyName}}

Email Body

Hi {{firstName}}, I was looking at {{impressiveDetail}} and was seriously impressed by how you structured the architecture. We are currently scaling our engineering department and looking for someone to {{careerGrowth}}. I know you aren't actively looking, but would you be opposed to a 10-minute chat just to network for the future?

Why it works

It acknowledges that they aren't looking ("I know you aren't actively looking"), which removes the pressure of feeling like they have to interview.
The CTA in the first email is framed as "networking for the future," making it extremely low-friction.
It focuses heavily on peer-to-peer respect rather than treating them like a resume.

Personalization tips

Go to their GitHub, personal portfolio, or LinkedIn and find a specific project to mention. If you skip this step, the entire sequence will fail.

Common mistakes

Asking for a copy of their resume in the first email.
Focusing heavily on compensation. Passive candidates are usually paid well already; you have to sell them on career trajectory and culture.

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