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Create ResumeA cold email for jobs in Australia should be short, specific, respectful, and clearly connected to the employer’s real hiring needs. The best cold emails do not beg for “any opportunity”. They position you as someone worth a conversation. In Australia, hiring is often relationship driven, but not in a fake networking way. Recruiters and hiring managers respond when your email makes their job easier, shows you understand the role or business, and gives them enough evidence to take you seriously. The goal is not to send your resume into the void. The goal is to start a relevant conversation with the right person before, during, or around a hiring need.
Most candidates get cold emailing wrong because they treat it like a mass application. They send a generic message, attach a resume, and hope politeness will do the heavy lifting. It usually will not. A good cold email should answer three questions quickly: why you are contacting this person, why your background is relevant, and what simple next step you are asking for.
A cold email for jobs is a direct message sent to a recruiter, hiring manager, business owner, team lead, or company contact when you do not already have an active conversation with them. You may be asking about future vacancies, expressing interest in a company, introducing yourself for a role that is not advertised, requesting a referral, or following up after seeing a job posting.
In the Australian job market, cold emails can work particularly well when they are targeted. This matters because many roles are filled through networks, referrals, recruiter shortlists, internal movement, or informal conversations before they become visible to the broader market. That does not mean every job is hidden. It means opportunity often starts before the job ad looks perfectly ready.
From the recruiter side, I see the same pattern often. The candidates who get responses are rarely the ones who write the most polished, dramatic email. They are the ones who make relevance obvious.
A strong cold email says, in plain language:
I know who I am contacting
I understand why this message may be relevant to you
I have a clear professional reason for reaching out
I am not expecting you to do unpaid career counselling
Cold emailing works best when there is a realistic connection between your background and the organisation’s needs. It is not magic. It will not turn an irrelevant candidate into a strong candidate. But it can help a relevant candidate get noticed before the formal process becomes crowded.
Cold emailing is especially useful when:
You are targeting small to medium businesses where hiring is less formal
You work in sales, marketing, operations, customer success, technology, finance, HR, trades, logistics, healthcare, education, or professional services
You have a clear skill set that solves a business problem
You are relocating within Australia and need to build local contacts
You are returning to work after a break and want warm conversations before applying
You are approaching recruiters in your niche
I have made it easy for you to reply
That last point is bigger than candidates realise. Busy people are more likely to respond when the next step is easy. “Please let me know if there are any roles available” is vague. “Would it be worth a quick conversation about future customer success roles in your Sydney team?” is much easier to answer.
You have seen growth signals such as funding, expansion, new offices, new contracts, or frequent hiring
You want to reach a hiring manager directly rather than relying only on job boards
Where candidates get disappointed is when they use cold email as a substitute for strategy. Sending fifty vague emails to random companies is not a job search strategy. It is digital litter with a resume attached.
A more realistic approach is to identify twenty to thirty organisations where your skills genuinely fit, find the right contact, and send a specific message that feels like it belongs in their inbox.
The best person to cold email depends on your goal. This is where candidates often waste effort. They send everything to a generic HR inbox because it feels safe, then wonder why nothing happens.
For most job seeking situations in Australia, these are the most useful contacts:
Hiring manager: Best when you know the function or team you want to join
Internal recruiter or talent acquisition specialist: Best for larger companies with structured hiring
Agency recruiter: Best when they specialise in your industry or role type
Business owner or founder: Best for small businesses, startups, consultancies, and local firms
Team lead or department head: Best when your role sits clearly within their area
Referral contact: Best when you have a genuine connection or shared professional context
A hiring manager is usually closest to the business problem. They know the pain behind the vacancy. They know the work that is not getting done. They may not always control the process, but they often influence the shortlist.
Recruiters are useful, but you need to understand how they think. Recruiters are not usually paid to “find people jobs”. They are paid to fill specific roles for employers. That means your cold email needs to make it easy for them to understand what type of role you fit, what level you operate at, and whether your background matches their current or likely future vacancies.
A weak email says: “Please consider me for any suitable roles.”
A stronger email says: “I specialise in B2B account management across SaaS and professional services, with experience managing portfolios worth $2M plus. I am looking for Sydney based account manager or customer success roles.”
That gives the recruiter something to work with. “Any suitable role” gives them homework.
A good cold email should be simple. Not lazy. Simple. There is a difference.
Your email should include:
A clear subject line
A specific reason for contacting them
One or two lines about your relevant background
A reason your profile may be useful to the company or team
A clear, low pressure call to action
Your contact details
A resume or LinkedIn profile link where appropriate
The structure I recommend is:
Opening: Why you are contacting them
Relevance: What you bring that matches their world
Proof: One or two credible details that show fit
Ask: A simple next step
Close: Respectful and easy to respond to
Here is the important recruiter reality: people rarely read cold emails slowly. They scan. They look for relevance, level, location, availability, role fit, and whether the person seems commercially aware. If they cannot understand your value quickly, they will usually move on.
That does not mean your email should be robotic. It means your message needs to respect the fact that the reader is busy.
Your subject line should be clear, specific, and professional. Do not try to be clever unless you are in a field where that is genuinely appropriate. Even then, be careful. Hiring managers are not sitting there waiting for your quirky subject line to change their life.
Good subject lines for cold job emails in Australia include:
Interest in future marketing roles at Company Name
Experienced project coordinator interested in Company Name
Enquiry about upcoming finance opportunities
Sydney based customer success manager with SaaS experience
Referral request for Role Title opportunity
Interested in joining your operations team
Application follow up for Role Title
Melbourne based HR advisor interested in future roles
Avoid subject lines like:
Please help me find a job
Urgent job request
Looking for any opportunity
My resume
Hire me
Job needed
Available immediately
The problem with desperate subject lines is not that employers lack empathy. The problem is that hiring decisions are not made on sympathy. They are made on fit, risk, timing, and evidence. Your subject line should position you as relevant, not helpless.
Use this template when you want to contact a hiring manager, recruiter, or company directly about possible opportunities.
Example
Subject: Interest in future operations roles at Brightline Group
Hi Sarah,
I’m reaching out because I’ve been following Brightline Group’s growth across Melbourne, particularly your expansion in client delivery and operations. My background is in operations coordination and process improvement, with experience supporting high volume service teams and improving workflow visibility across customer facing functions.
In my most recent role, I supported a national operations team by coordinating schedules, tracking service issues, and improving reporting processes for senior managers. I’m now looking for an operations coordinator or team support role where I can bring that mix of organisation, stakeholder communication, and practical problem solving.
I know you may not have a suitable vacancy open right now, but I’d be grateful if you were open to a brief conversation or happy for me to send through my resume for future consideration.
Kind regards,
Your Name
Phone Number
LinkedIn URL
Why this works: it is specific without being long. It does not demand a job. It gives enough context for the reader to understand the candidate’s fit. It also makes the next step easy.
Use this when you have applied for a role and want to contact the recruiter or hiring manager directly. This can help, but only when done professionally. Do not send five messages across email, LinkedIn, and the company website within the same hour. That is not persistence. That is admin terrorism in a blazer.
Example
Subject: Application for Marketing Coordinator role
Hi Daniel,
I recently applied for the Marketing Coordinator role with Company Name and wanted to briefly introduce myself directly.
My background includes two years of marketing coordination experience across content planning, campaign support, email marketing, and stakeholder coordination. What stood out to me about this role was the mix of campaign execution and cross functional support, which closely matches the work I’ve been doing in my current position.
I have attached my resume for convenience and would welcome the opportunity to discuss how my experience aligns with the team’s needs.
Kind regards,
Your Name
Phone Number
LinkedIn URL
The key here is restraint. You are not asking them to bypass the process. You are making your application easier to notice and understand. That is very different.
Recruiters respond best when your email is clear about role type, level, industry, location, salary expectations if appropriate, and availability. They do not need your life story. They need enough information to match you to a vacancy.
Example
Subject: Sydney based HR Advisor seeking new opportunity
Hi Priya,
I’m reaching out to introduce myself in case my background suits any current or upcoming HR Advisor roles you are recruiting for.
I have five years of HR experience across employee relations, policy support, onboarding, performance processes, and manager advisory work. I am currently based in Sydney and looking for HR Advisor or People Partner roles within professional services, healthcare, education, or corporate environments.
My ideal next role would involve a mix of advisory support, employee relations, process improvement, and stakeholder management. I have attached my resume and would be happy to have a brief conversation if my background aligns with anything on your desk.
Kind regards,
Your Name
Phone Number
LinkedIn URL
This works because it gives the recruiter search criteria. Role title. Location. Level. Function. Industry preference. Recruiters think in those categories because hiring briefs are structured that way.
Referral emails need to be especially respectful. You are asking someone to attach their name, even lightly, to your application. Do not make that feel awkward.
Example
Subject: Quick question about the Business Analyst role
Hi Michael,
I saw the Business Analyst role advertised at Company Name and noticed you work in the product team. I’m considering applying and wanted to ask whether you would be comfortable sharing any insight into the team or the role before I submit my application.
My background is in business analysis across digital projects, process mapping, stakeholder workshops, and requirements documentation. The role looks closely aligned with my experience, particularly the focus on product improvement and cross functional delivery.
No pressure at all if you are not the right person to ask. I would appreciate any guidance you are comfortable sharing.
Kind regards,
Your Name
Notice the tone. It does not open with “Can you refer me?” before the person knows anything about you. In Australia, that can feel too transactional, especially if the relationship is weak. Start with context. Make it easy for the person to help without feeling used.
I am careful with the phrase “hidden jobs” because it gets overused. Candidates sometimes imagine a secret job market where perfect roles are sitting behind a velvet curtain. The reality is less glamorous. Some roles are not advertised yet. Some are paused. Some are being discussed internally. Some are handled through networks. Some are not fully approved. Some are only a hiring manager’s growing headache at this stage.
Cold email can help you enter the conversation before the job ad exists.
Example
Subject: Interest in future project support roles
Hi Amanda,
I’m contacting you because I’m interested in future project support opportunities with Company Name, particularly within delivery, operations, or transformation teams.
My background is in project administration and stakeholder coordination, including meeting support, action tracking, reporting, document control, and coordination across internal teams and external suppliers. I noticed your organisation has been expanding its project activity across several business areas, and I thought my experience may be relevant if your team needs additional support in the coming months.
I understand there may not be a current vacancy, but I’d be grateful if you were open to keeping my resume on file or pointing me towards the right contact.
Kind regards,
Your Name
This type of email works when it is grounded in a real business reason. “I want a job” is your reason. The employer’s reason is workload, growth, replacement hiring, capability gaps, or project demand. Speak to their reason, not only yours.
When I read a cold email, I am not expecting perfection. I am looking for signals.
The first signal is relevance. Does this person understand what kind of roles I work on or what my company does?
The second signal is level. Are they junior, mid level, senior, executive, entry level, returning to work, changing careers, or relocating? If I cannot quickly place their level, I have to work harder.
The third signal is clarity. What do they want? A role? A conversation? Referral advice? Future consideration? Recruiter registration? Candidates often bury the actual ask under five polite paragraphs.
The fourth signal is judgement. This is underrated. A cold email shows how you communicate when nobody has given you a template. If the message is pushy, vague, careless, or obviously copied to hundreds of people, that tells me something.
The fifth signal is evidence. You do not need to include every achievement, but you need enough proof that your claim has weight. “I am passionate and hardworking” tells me almost nothing. “I managed onboarding coordination for 120 new starters across three business units” tells me a lot.
Hiring managers are usually scanning for a slightly different question: “Could this person help solve a problem I have?” That problem may be workload, team capability, client delivery, technical skill, leadership gap, compliance risk, customer experience, or commercial growth. Your cold email should help them connect your background to that problem.
Many cold emails fail because they are polite but empty. Politeness matters, but it does not replace positioning.
Weak Example
Subject: Looking for job
Hi,
I hope you are well. I am looking for a job in your company. I am hardworking, reliable, and willing to learn. Please let me know if there is any suitable opportunity for me. I have attached my resume.
Regards,
Name
Why this fails: It gives the reader no useful direction. No role type. No location. No relevant experience. No reason for contacting this company. The phrase “any suitable opportunity” sounds flexible, but to a recruiter it often means the candidate has not done the thinking yet.
Good Example
Subject: Melbourne based accounts officer interested in future roles
Hi Rebecca,
I’m reaching out to introduce myself for future accounts officer or assistant accountant opportunities with Company Name.
I have three years of experience across accounts payable, accounts receivable, reconciliations, invoice processing, supplier queries, and month end support. I’m based in Melbourne and particularly interested in finance roles within growing service based businesses where accuracy, stakeholder communication, and process improvement are valued.
I understand there may not be a current opening, but I’d be grateful if you were open to keeping my resume on file or advising the best way to be considered for future finance vacancies.
Kind regards,
Name
Why this works: It gives the reader a clear role category, location, skill set, and context. It still sounds human, but it respects the hiring process.
A cold email for jobs should usually be between 120 and 220 words. Shorter can work if your background is simple and the ask is clear. Longer can work for senior, specialist, or executive roles, but only when every sentence earns its place.
The mistake candidates make is confusing detail with persuasion. More information is not always more convincing. Sometimes it just gives the reader more to ignore.
A good cold email should be long enough to show relevance and short enough to respect attention. Think of it as a professional introduction, not a cover letter. Your resume can carry the deeper detail. Your email should create enough interest for the person to open the resume, reply, or remember you.
Use this simple test before sending:
Can the reader understand my target role within five seconds?
Have I explained why I am contacting them specifically?
Have I included one or two credible proof points?
Is my ask easy to answer?
Would this email still make sense if read quickly on a phone?
That phone test matters. Many recruiters and hiring managers check emails between meetings, on trains, while walking into interviews, or after a long day of decisions. Your beautifully crafted five paragraph essay may be spiritually rich, but practically ignored.
In most job related cold emails, yes, attach your resume unless the situation is very informal or you are only asking for general insight. But do it properly.
Your resume should be:
Relevant to the type of role you are asking about
Named clearly with your name and target role
Easy to scan
Australian style rather than overly personal or photo based
Consistent with your LinkedIn profile
Free from unexplained gaps, vague job titles, and generic summaries
A good file name might be:
Simar Singh Resume Marketing Manager Melbourne
A weak file name might be:
Updated Resume Final FINAL New Version 7
Nobody rejects you purely because of a messy file name, but it is one of those tiny signals. Recruitment is full of tiny signals. Most are not decisive alone, but together they shape confidence.
If your resume is not strong, cold emailing will expose that quickly. The email may get the click, but the resume still has to carry the evidence. Your cold email and resume should tell the same story: same role direction, same level, same strengths, same positioning.
Personalisation does not mean writing a theatrical paragraph about how you have admired the company since childhood. Hiring managers can smell fake enthusiasm. Recruiters can smell copied flattery even faster. It has a very distinct scent: panic mixed with LinkedIn research.
Good personalisation is specific and relevant. It connects your background to something real about the company, team, role, industry, or hiring need.
You can personalise by mentioning:
A specific team or function
A recent company expansion
A role they are currently advertising
A product, service, or client group you understand
A business challenge your experience relates to
A shared industry, skill set, or professional background
A location relevant to your job search
A hiring pattern you have noticed
Avoid personalisation that feels forced:
“I am inspired by your incredible journey” when you do not know them
“Your company is my dream company” when your email could go to any competitor
“I love your mission” without explaining how your work connects to it
Copying a line from the company website and pretending it is insight
A practical personalised line could be:
Good Example
I noticed your team is hiring across customer operations and implementation, which is closely aligned with my background in SaaS onboarding, client training, and post sale support.
That line works because it links company activity to candidate relevance. It is not flattery. It is positioning.
The biggest mistake is being too broad. Candidates think broad means open minded. Employers often read broad as unclear.
If you say you are open to admin, HR, marketing, operations, sales, customer service, and project roles, the reader does not think, “Wonderful, what range.” They often think, “This person does not know where they fit.”
Other common mistakes include:
Sending the same email to every company
Using a subject line that sounds desperate or vague
Writing a long personal story before explaining role fit
Asking the reader to “let me know of anything”
Contacting the wrong person with no context
Attaching a resume that does not match the email
Overusing buzzwords like passionate, dynamic, motivated, and results driven
Sounding entitled to a response
Following up too aggressively
Apologising excessively for reaching out
Making the email all about what you want, not what problem you can help solve
One mistake I see often with international candidates in Australia is over explaining visa status in the opening line. Visa status matters, but lead with fit first unless work rights are likely to be the immediate screening concern. You can mention work rights clearly near the end.
For example:
Good Example
I am currently based in Brisbane and hold full working rights in Australia.
Clear. Useful. No drama.
Follow up once after five to seven business days. If the role is urgent or advertised, three to five business days can be reasonable. After that, use judgement.
A good follow up is polite, brief, and useful. It should not sound like a legal notice.
Example
Subject: Following up on my previous email
Hi Claire,
I wanted to briefly follow up on my email below regarding future customer success opportunities with Company Name.
I understand you may not have a suitable opening at the moment, but I would be grateful if you were open to keeping my resume on file or pointing me towards the best contact for future roles.
Kind regards,
Your Name
Do not write: “I have not received a reply yet.” They know. That sentence rarely helps.
Also avoid guilt based follow ups. Busy people may intend to respond and then get pulled into interviews, approvals, restructures, leave coverage, urgent hiring changes, or the general circus of working life. A follow up should make it easier to re engage, not make the person feel scolded by a stranger.
If you still do not receive a reply after one thoughtful follow up, move on. Not every silence is personal. Sometimes there is no role. Sometimes your profile is not the right fit. Sometimes the company is disorganised. Sometimes the hiring manager is drowning. Sometimes the recruiter saw your email, mentally replied, and then life happened. Annoying, but human.
Cold emailing recruiters and hiring managers requires slightly different positioning.
A recruiter needs to know where you fit in the market. They are thinking about job titles, industries, location, salary range, availability, work rights, and how easily they can present you to a client or internal hiring team.
A hiring manager needs to know whether you can help their team. They are thinking about capability, workload, team fit, risk, ramp up time, stakeholder impact, and whether you understand the work.
For recruiters, be precise about your target roles.
For hiring managers, connect your experience to their business area.
Recruiter focused line
I am looking for account manager or customer success manager roles in Melbourne, ideally within SaaS, professional services, or B2B technology environments.
Hiring manager focused line
I noticed your team supports a growing portfolio of enterprise clients, which is closely aligned with my background in account growth, renewal support, and stakeholder management.
Both are good. They just serve different readers.
Cold emailing can work for entry level candidates, but the email needs to avoid sounding like “I have no experience, please give me a chance.” That may be honest, but it does not give the employer much to work with.
Entry level candidates should highlight practical evidence:
Internships
University projects
Part time work
Customer service experience
Volunteering
Technical skills
Certifications
Portfolio work
Work placements
Transferable skills from hospitality, retail, tutoring, admin, or community work
Example
Subject: Entry level marketing assistant opportunity
Hi Emma,
I’m reaching out to introduce myself for any entry level marketing assistant or content coordinator opportunities with Company Name.
I recently completed a Bachelor of Business majoring in Marketing and have practical experience across social media scheduling, content research, basic Canva design, email campaign support, and customer service through part time retail work. I’m particularly interested in marketing roles where I can support campaign coordination, content administration, and customer communication.
I understand there may not be a current vacancy, but I’d be grateful if you were open to keeping my resume on file or advising the best way to be considered for future junior marketing roles.
Kind regards,
Your Name
The strongest entry level cold emails do not pretend the candidate is senior. They show readiness, direction, and evidence of useful behaviour.
Career changers need to be especially clear because the reader may not immediately understand the connection between your past experience and the role you want next.
Do not make the employer solve the puzzle. Explain the bridge.
Example
Subject: Career change into HR coordination
Hi Natalie,
I’m reaching out because I’m interested in future HR coordinator or people operations assistant roles with Company Name.
My background is in retail management, where I have handled rostering, onboarding support, performance conversations, staff training, conflict resolution, and day to day team leadership. I am now looking to move formally into HR, and I am currently completing a Certificate IV in Human Resource Management to strengthen my technical knowledge.
I understand my background is not a traditional HR pathway, but the people management, compliance, documentation, and employee support aspects of my experience are closely aligned with junior HR coordination work.
I would be grateful if you were open to keeping my resume on file or advising whether my background may be suitable for future entry level HR opportunities.
Kind regards,
Your Name
This works because it does not hide the career change. It frames it. Recruiters are not allergic to career changers. They are allergic to unclear risk. Your job is to reduce that risk with logic and evidence.
For senior roles, cold emailing should be more strategic and less template driven. Senior candidates need to show commercial relevance quickly. A generic “I am exploring opportunities” email is usually too soft.
Senior cold emails should mention:
Function or leadership scope
Industry relevance
Commercial outcomes
Transformation, growth, turnaround, scale, or governance experience
Team leadership or stakeholder complexity
The type of business problem you are best suited to solve
Example
Subject: Senior operations leader with transformation experience
Hi James,
I’m reaching out to introduce myself in case my background is relevant to future operations leadership needs across your NSW business.
I have led multi site operations teams through growth, process redesign, service improvement, and workforce restructuring across complex customer facing environments. My recent work has focused on improving delivery consistency, reducing operational bottlenecks, and strengthening manager capability across geographically dispersed teams.
I would be interested in a confidential conversation if your business is likely to need senior operational leadership support over the coming months, particularly across transformation, service delivery, or performance improvement.
Kind regards,
Your Name
Senior cold emailing is not about sounding available. It is about sounding useful at the right level.
Before sending your cold email, check it against this list:
Is the recipient the right person or at least a sensible person?
Does the subject line clearly show role relevance?
Does the opening line explain why you are contacting them?
Does the email mention your target role or role family?
Have you included your location or work rights if relevant?
Have you included one or two proof points?
Is your ask clear and low pressure?
Is the email under 220 words unless there is a strong reason?
Is your resume tailored to the same role direction?
Would the email still make sense if read quickly on a mobile phone?
Have you removed generic phrases that do not prove anything?
Does the email sound like a real professional message, not a mass mailout?
If your email passes that test, it is already better than most cold job emails candidates send.
The purpose of a cold email is not to convince a stranger to hire you instantly. That is too much pressure for one email. The purpose is to create a small professional opening.
That opening might be:
A reply from a recruiter
A hiring manager forwarding your resume internally
A future conversation
A referral suggestion
A note that a role is coming soon
A request to apply through the official system
A connection that becomes useful later
This is where job seekers need to be realistic. Cold emailing is not a replacement for strong applications, a clear resume, market research, networking, or interview preparation. It is one channel. But when done well, it can create opportunities that job boards alone will not.
The candidates who do it best are not the loudest. They are specific, relevant, and respectful. They understand that hiring is not charity, and it is not always perfectly fair either. It is a decision making process full of timing, risk, evidence, relationships, budgets, and human judgement.
Your cold email should help the reader see where you fit inside that process.
Written by Simar Malhi, a recruiter and headhunter with international recruitment experience. I write about CVs, job applications, hiring decisions, and the reality behind recruitment processes. My goal is to help candidates understand more honestly how employers, recruiters, and hiring managers actually select candidates.
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