Why Outreach Messaging Matters

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Your message is your first impression. A good one gets a reply. A bad one? Ignored or ghosted.

At juucy, we want you to source smarter, not harder. That’s why we distilled the practical tips into this guide.

Let’s break down what makes outreach work in real life.

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Understand the Candidate's Perspective

Most candidates on Platforms like LinkedIn aren’t actively looking. That means:

• They get tons of recruiter messages.
• They don’t read long paragraphs.
• They want to know what’s in it for them — fast.

That’s why it helps to keep it short and sharp.

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Message Types on LinkedIn

There are two ways to reach candidates:

1. “Add a Note” via Connect Request (Free)

• Limit: ~150 characters
• Best used when: Budget is limited or you’re using Recruiter Lite

Example from one of our Top-Recruiters:

Hi David, I’m recruiting a Salesforce Admin for a remote company in healthcare software. 100% remote and Up to €70,000. Shall I send details?

Why it works:

Short. Relevant. Location, job title, remote work, potential Salary and a call to action — all in one.

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2. InMail (Paid, but more space + visibility)

• More characters, appears directly in inbox
• No need for candidate to accept connection

When to use it:

• High-value candidates
• Urgent roles
• When “Add a Note” fails or you’ve hit your weekly limit
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Pro tip:

Some profiles allow free InMails (you’ll see a “Message” button instead of “Connect”). Always check before using your paid credits.

What to Include in Your Outreach-Message

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Choosing the Right Job Page to Send

On juucy we provide you with two different Job Landing Pages: Normal & Anonymous.

Once a candidate replies to your outreach, you’ll probably share the job link. But which one?

Option 1: Normal Job Page (includes company name)

✔️ More transparent

✔️ Builds trust

⚠️ Slight risk of direct application

Option 2: Anonymous Job Page (hides company name)

✔️ Protects your candidate ownership

⚠️ Less transparency = risk of lower reply rate

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Top Recruiter’s take:

“I always send the normal job page. Some recruiters fear candidates will apply directly — but that rarely happens. If it does, I explain why working with me gives them an edge. As a recruiter, I can provide candidates with insights they would not have without me. I can improve their chances by helping them prepare better for interviews and strengthen their negotiating position.”

At the end of the day, it's up to you which job landing page you use! You know best when transparency is called for and when caution is needed.

In any case: it can be useful to emphasize your added value as a recruiter for the candidate. Here is an example of how you can quickly and easily communicate your added value as a juucy Talent Partner to candidates:

“I work directly with the hiring manager and can give you insider context, tips for your interview, and make sure your profile gets proper attention. Happy to support you all the way.”

This positions you as a partner, not a middleman.

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Bonus Tips from our Top Recruiters

• Track your outreach rate and message candidates who actually fit. Don’t waste notes on low-probability profiles.
• If someone hasn’t responded in 3–5 days, send a polite follow-up.
• Don’t be afraid to talk about money if the salary is attractive (except it is stated in the briefing notes that you shouldn’t).
• Outreach works best when it’s personalized — adapt your message slightly to the person.
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Key Take-Aways

1. Build a message template bank
2. Sourcing on LinkedIn: Decide per job when to use “Add a Note” vs. InMail
3. Send only to well-matching profiles
4. Keep experimenting — and track what works

Great outreach is about earning attention and trust in just a few lines. Keep it relevant, concise, and candidate-focused — and you’ll turn more cold contacts into warm conversations. The smartest sourcing starts with the right first message.