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Create ResumeA good recruiter message is short, specific and easy to act on. The mistake most candidates make is writing like they are asking for a favour instead of giving the recruiter enough useful information to assess the match quickly. In the UK job market, recruiters are usually working against live vacancies, urgent hiring manager feedback, salary ranges, notice periods and very specific role requirements. That means your message needs to answer the obvious screening questions before the recruiter has to ask them. The best recruiter message examples include your target role, relevant experience, location or working preference, salary expectations when appropriate, notice period and a clear reason for contacting that recruiter.
If your message makes the recruiter think, “I know exactly where this person could fit,” you have done it properly.
A recruiter message works when it reduces friction.
That sounds boring, but it is the reality. Recruiters do not ignore good candidates because they enjoy being mysterious gatekeepers in black blazers. They ignore vague messages because vague messages create work.
When I receive a message saying, “Hi, I’m looking for a new opportunity, please let me know if you have anything suitable,” I cannot do much with that. Suitable for what? Permanent or contract? London, Manchester, remote, hybrid? Seniority level? Salary bracket? Industry? Notice period? Sponsorship needs? Commercial, technical, operational, creative?
Candidates often think they are being open minded. Recruiters often read it as unclear positioning.
A strong recruiter message answers three things quickly:
Who you are professionally
What kind of role you want
Why the recruiter should continue the conversation
That does not mean writing your life story. It means giving enough context for the recruiter to mentally match you against a vacancy, client, talent pool or future hiring need.
In the UK, this matters even more because recruiters are often dealing with very specific briefs. A hiring manager may not be asking for “a marketing person”. They may be asking for a B2B SaaS demand generation manager with HubSpot experience, UK market knowledge, stakeholder management skills and a salary expectation under £65,000. Brutally specific? Yes. Annoying? Also yes. But that is how real hiring conversations often happen.
The best recruiter messages are clear without sounding robotic. I usually suggest this structure:
Greeting with the recruiter’s name
One line explaining why you are contacting them
One or two lines summarising your relevant background
Your target role, location, work preference or salary context where useful
A simple call to action
That is enough. You are not trying to get hired from one message. You are trying to make it easy for the recruiter to decide whether a conversation is worth having.
Here is the basic shape:
Good Example
Hi [Recruiter Name], I saw you recruit for [role type or industry] roles and wanted to reach out. I’m currently a [current role] with experience in [relevant area], mainly across [sector, tools, clients or responsibilities]. I’m now looking for [target role] opportunities in [location, hybrid or remote preference], ideally around [salary range if useful]. Would it be worth having a quick conversation if you are working on suitable roles?
This works because it gives the recruiter context, direction and a decision point.
It does not beg. It does not flatter unnecessarily. It does not attach a mystery CV and hope for the best. It positions the candidate clearly.
LinkedIn is usually the easiest place to contact recruiters, but it is also where recruiters receive the most vague messages. Your message needs to be short enough to read quickly and specific enough to act on.
Good Example
Hi Sarah, I noticed you recruit for finance roles across the UK and wanted to introduce myself. I’m a part qualified management accountant with experience in month end reporting, budgeting and stakeholder support within retail and FMCG environments. I’m currently looking for a new role in Manchester or hybrid, ideally around £42,000 to £48,000. Would it be worth sending over my CV?
This message works because it gives the recruiter the main filters straight away: function, level, experience, location and salary.
Weak Example
Hi Sarah, I’m looking for a new role. Please let me know if you have anything suitable.
The problem is not that it is short. The problem is that it makes the recruiter do all the work. A recruiter would need to ask several basic screening questions before knowing whether they can help.
Good Example
Hi James, I saw that you recruit senior product roles in the UK tech market. I’m currently a product manager in a B2B SaaS business, leading roadmap delivery, customer discovery and cross functional product launches. I’m not actively applying everywhere, but I would be open to hearing about senior product manager roles with strong ownership and commercial impact. Happy to connect if that is aligned with the roles you usually handle.
This is a strong message because it signals interest without sounding passive or vague. It also gives the recruiter a useful hook: senior product roles, B2B SaaS, ownership, commercial impact.
Recruiters understand that not every good candidate is urgently job hunting. In fact, many hiring managers like candidates who are selective. But selective only works if the recruiter understands what would genuinely interest you.
Good Example
Hi Priya, I noticed you recruit operations roles across healthcare and professional services. I’m currently an operations coordinator in hospitality, where I manage scheduling, supplier coordination, service standards and process improvements across multiple sites. I’m looking to move into a more structured operations role in the UK corporate or healthcare sector. I appreciate my industry background is slightly different, but the operational skills are highly transferable. Would you be open to a short conversation?
This message does something important: it addresses the concern before the recruiter has to raise it.
When changing industry, do not pretend the gap does not exist. Recruiters notice. Hiring managers notice. The better strategy is to show the bridge between your current experience and the target market.
Good Example
Hi Tom, I saw that you recruit entry level marketing roles in London. I recently completed my degree in business and marketing and have internship experience across social media scheduling, campaign reporting and content coordination. I’m looking for junior marketing assistant or marketing executive roles where I can build hands on campaign experience. Would it be worth sending my CV for any suitable entry level roles you are handling?
Early career candidates often write messages that are either too apologetic or too broad. You do not need to apologise for being early career. You do need to be clear about the type of work you can realistically do.
Email gives you slightly more space than LinkedIn, but that does not mean you should use all of it. Recruiters still scan. Your subject line matters because it tells the recruiter whether the email is relevant before they open it.
Finance Manager Candidate | Manchester | £55k Target
Senior UX Designer | UK Remote | Portfolio Available
Project Coordinator Seeking London Hybrid Roles
Application Follow Up | Marketing Executive Role
Data Analyst Candidate | SQL, Power BI, Python
A good subject line makes the email searchable later. This is underrated. Recruiters search inboxes constantly. If your email subject says “Opportunity”, it disappears into the swamp.
Good Example
Subject: HR Advisor Candidate | Birmingham Hybrid | £38k Target
Hi Rachel,
I wanted to introduce myself as I noticed you recruit HR roles across the Midlands.
I’m currently an HR Advisor with experience in employee relations, absence management, policy guidance and manager support across a multi site retail environment. I’m now looking for HR Advisor or Senior HR Advisor roles in Birmingham or hybrid, ideally around £36,000 to £40,000.
I’ve attached my CV for context. If you are working on any suitable roles, I’d be happy to have a quick conversation.
Kind regards,
[Name]
This email works because it is easy to file, search, assess and reply to. The recruiter can immediately see the role type, region, salary range and relevance.
Good Example
Subject: Application Follow Up | Commercial Analyst Role
Hi Daniel,
I recently applied for the Commercial Analyst role you advertised and wanted to follow up directly.
My background includes three years of commercial analysis experience in FMCG, with strong exposure to pricing, margin reporting, Excel modelling and senior stakeholder presentations. The role stood out because it seems closely aligned with my experience supporting commercial decision making across sales and finance teams.
I appreciate you may still be reviewing applications, but I would be grateful if you could let me know whether my profile looks relevant for the shortlist.
Kind regards,
[Name]
This is better than “just checking if you received my application” because it reinforces the match. Recruiters receive many follow ups that add no new value. This one reminds the recruiter why the candidate may be relevant.
When a recruiter contacts you first, your reply still matters. Some candidates assume the recruiter has already decided they are perfect. Not quite. Often, the recruiter has found your profile through a keyword search and wants to verify the basics.
This is where you can either build momentum or lose it.
Good Example
Hi Emma, thanks for reaching out. The role sounds interesting, especially the focus on client strategy and team leadership. I’m currently a Senior Account Manager working with B2B technology clients, and I’d be open to hearing more. My current notice period is one month, and I’m mainly considering hybrid roles in London around the £55,000 to £60,000 range. Happy to arrange a call.
This reply gives the recruiter what they need to qualify the candidate properly. Notice period and salary are not always comfortable topics, but they are practical realities in UK recruitment.
You do not always need to include salary in the first reply, especially if you want to understand the role first. But if you already know your range, including it can prevent wasted calls.
Good Example
Hi Michael, thanks for getting in touch. I’d be open to hearing more before confirming whether it is a strong fit. Could you share a little more about the company, salary range, working pattern and the main priorities for the role? On paper, it could be relevant as I’m currently in a similar operations role within financial services.
This is professional and realistic. You are not being difficult by asking for basic information. You are making sure the conversation is worth everyone’s time.
A small recruiter reality: if a recruiter is vague about the salary, company, working pattern and actual role priorities, there may be a reason. Sometimes they are protecting client confidentiality. Sometimes the brief is not fully formed. Sometimes the role is a bit of a mess wearing a nice coat. Ask sensible questions.
Good Example
Hi Laura, thanks for thinking of me. This role is not quite right for me at the moment as I’m focusing on senior HR business partner positions rather than standalone HR manager roles. I’d still be happy to stay connected for future opportunities, especially roles with strategic partnering, transformation work and senior stakeholder exposure.
This keeps the relationship useful. It also teaches the recruiter what to contact you about next time.
Following up is normal. Chasing every 24 hours like a haunted LinkedIn notification is not.
A good follow up should be polite, specific and calm. It should remind the recruiter of the context without making them dig through messages.
Good Example
Hi Nadia, I wanted to follow up on the CV I sent across for senior customer success roles last week. I’m still actively looking and particularly interested in B2B SaaS roles involving renewals, account growth and team leadership. Please let me know if you think my background could be suitable for anything you are currently handling.
This works because it adds useful context instead of only asking for an update.
Weak Example
Hi, any update?
This is not rude, but it is not helpful. Recruiters handle multiple candidates, roles and hiring managers. Remind them what you are following up on.
Good Example
Hi Alex, thanks again for speaking with me today. I appreciated the overview of the role and the hiring manager’s priorities. Based on what you shared, the position sounds aligned with my experience in stakeholder management, reporting improvements and finance process change. Please feel free to send my CV across, and I’m happy to provide any extra details if useful.
This message helps the recruiter represent you better. That matters. After a recruiter call, the recruiter may need to summarise your fit to a hiring manager. If you give them clean language, you make that easier.
Good Example
Hi Sophie, I wanted to check whether there has been any feedback from the client on my profile for the supply chain manager role. I’m still very interested, especially because of the focus on supplier performance and process improvement. I appreciate timelines can shift, but I’d be grateful for any update when available.
This is firm but reasonable. It acknowledges the reality that recruiters do not always control client response times.
One thing candidates often misunderstand: when a recruiter says, “I’m waiting for feedback,” they may genuinely be waiting. Hiring managers delay. Internal priorities change. Budgets get questioned. Someone goes on annual leave. The recruiter is not always hiding a dramatic secret. Sometimes hiring is just administratively ridiculous.
Salary messages need to be handled with clarity, not awkward theatre.
Candidates often worry that mentioning salary makes them look money focused. In reality, salary alignment is one of the most basic parts of recruitment. If the salary is wrong, the process will likely collapse later. Better to know early.
Good Example
Hi Ben, the role sounds relevant to my background. Before arranging a call, could you share the salary range or budget for the position? I want to make sure expectations are aligned before taking up your time.
This is direct and professional. You are not demanding. You are checking alignment.
Good Example
Hi Aisha, based on the scope you described and my current level of experience, I’m looking for roles in the region of £60,000 to £68,000. I’d consider the full package, including bonus, pension, flexibility and progression, but that is the base salary range I’m targeting.
This works because it gives a range and explains that you understand total package. In the UK, benefits can vary widely, so it is sensible to consider the full offer, but do not let “great benefits” become code for “we hope you forget the salary is too low”.
Good Example
Thanks, that makes sense. When you say flexible, is there an approved salary band for the role? I’m trying to understand whether my target range of £55,000 to £60,000 is realistic before we move further in the process.
This is important because “flexible” can mean several things. It can mean genuinely flexible. It can mean flexible by £3,000. It can mean the employer has not agreed the budget properly. The word sounds generous, but the details matter.
Rejection messages are not just about politeness. They can protect future opportunities.
Most candidates either disappear or send a frustrated message that burns the relationship. I understand the frustration, especially when the process has been slow or vague. But if the recruiter handles roles in your market, staying professional is usually the smarter move.
Good Example
Hi Rebecca, thank you for letting me know. I’m disappointed, but I appreciate the update. If the client shared any specific feedback on my application or interview, I’d be grateful to hear it. I’d also be happy to stay in touch for similar roles where my background may be a stronger fit.
This keeps the door open and asks for feedback without sounding entitled.
Good Example
Hi Chris, thanks for the update. I appreciate you keeping me informed. Although this role did not move forward, I’m still very interested in similar project management roles within financial services, particularly positions involving regulatory change, stakeholder coordination and delivery governance. Please do keep me in mind if something similar comes up.
This is useful because it gives the recruiter a clearer memory of where to place you next.
Recruiters remember candidates who are easy to work with. Not in a fluffy “be nice and magic will happen” way. More in a practical “this person communicates clearly, understands the process and would be credible with a client” way.
Recruiters are not only reading the words. They are reading the signals behind the words.
When I look at a recruiter message, I am usually assessing:
Clarity: Do I understand what this person wants?
Relevance: Does their background match the roles I handle?
Commercial fit: Are salary, level and location likely to work?
Communication style: Would I feel comfortable putting this person in front of a client or hiring manager?
Judgement: Have they understood the role, market or recruiter specialism?
Effort: Have they sent a targeted message or copied and pasted the same vague note to 50 recruiters?
That last point matters. Recruiters can usually tell when a message is copied and sprayed across LinkedIn. The issue is not efficiency. I love efficiency. The issue is when the message is so generic that it gives me no reason to reply.
A targeted message does not need to be long. It just needs to show that you have made a sensible match between your profile and the recruiter’s market.
The most common mistake is writing a message that could apply to anyone.
Weak Example
Hi, I’m looking for a better opportunity where I can grow and use my skills.
This tells the recruiter almost nothing. “Better opportunity” means different things to different people. Better salary? Better manager? Better title? Better commute? Better culture? Less chaos? All valid, but not clear.
Good Example
Hi, I’m looking for account manager roles in the UK technology sector where I can manage existing B2B clients, support renewals and grow commercial accounts. I’m currently based in Leeds and open to hybrid roles.
Now the recruiter can work with it.
Some candidates send a full career autobiography in the first message. I understand why. They want to prove themselves. But long messages are harder to process, especially when the recruiter is screening quickly.
Your first message should create enough interest for a conversation. It does not need to include every project, achievement, career move and emotional subplot.
Save the detail for the CV, call or interview.
There is a difference between being polite and sounding like you have no direction.
Weak Example
I’m open to anything really, so please let me know what you think I should apply for.
This can sound flexible, but it often creates doubt. Recruiters are not career psychics. They need positioning.
Good Example
I’m open on sector, but I’m specifically targeting business analyst roles involving process improvement, stakeholder workshops and requirements gathering.
That is open, but still positioned.
Recruiters do not work for candidates in the same way career agents might. In most UK recruitment models, recruiters are paid by employers to fill specific vacancies. That means they can help when your background matches their roles, but they are not usually searching the entire market on your behalf.
This is where candidates sometimes get disappointed. They think, “I contacted a recruiter and they did not help me.” The more accurate version may be, “I contacted a recruiter who did not have a suitable live role at that moment.”
That is why your message should be clear, but your job search should not depend on one recruiter replying.
Templates are useful, but only if you adapt them properly. A recruiter message should sound like a real person with a real target, not a mail merge wearing business shoes.
Before sending any recruiter message, adjust these details:
Role type: Use the exact job titles you are targeting
Seniority: Make your level clear, such as assistant, advisor, manager, senior manager or director
Industry: Mention relevant sectors where useful
Location: Include UK city, region, remote or hybrid preference
Salary: Include a range when it helps qualify fit
Notice period: Add this when you are actively available or when speed matters
Specialism: Mention tools, markets, clients, products or responsibilities that define your profile
A good test is this: if another candidate could send the exact same message without changing anything, your message is too generic.
That does not mean every sentence needs to be original poetry. Please do not send recruiters poetry. It means the core information should clearly belong to you.
Good Example
Hi [Recruiter Name], I saw that you recruit for [role type] roles in [location or industry] and wanted to introduce myself. I’m currently a [current job title] with experience in [key skills or responsibilities]. I’m looking for [target job titles] roles, ideally [location, working pattern or salary range]. Would it be worth sending my CV across?
Good Example
Hi [Recruiter Name], I recently applied for the [job title] role and wanted to follow up directly. My background in [relevant experience] seems closely aligned with the role, particularly [specific requirement]. I’d be grateful if you could let me know whether my profile looks suitable for the shortlist.
Good Example
Hi [Recruiter Name], I noticed you specialise in [sector or function] recruitment. I’m a [job title] with experience across [specific area], and I’m currently exploring [target role type] opportunities in the UK market. I’d be happy to connect if my background is relevant to the types of roles you usually handle.
Good Example
Hi [Recruiter Name], I wanted to reach out regarding [role type] opportunities. I’m currently a [job title] with experience in [relevant skills], and I’m looking for UK based roles where sponsorship may be considered. I appreciate not every client can support this, so I wanted to mention it early to avoid wasting your time. Would you be open to discussing roles where this could be possible?
This is a good example of handling a potential constraint directly. Do not hide sponsorship needs until late in the process. It only creates frustration and wasted time.
Good Example
Hi [Recruiter Name], I’m currently available immediately and looking for [role type] positions in [location]. My recent experience includes [key responsibilities], and I’m particularly interested in roles involving [specific area]. If you are working on urgent vacancies where a quick start would be useful, I’d be happy to speak.
Immediate availability can be a strong advantage for temp, contract and urgent permanent roles. Make it visible.
The best recruiter messages are not clever. They are useful.
That is the part many candidates miss. You do not need to impress a recruiter with dramatic language, excessive enthusiasm or a paragraph about being passionate since childhood. You need to make the match easy to understand.
Before sending your message, ask yourself:
Can the recruiter tell what role I want?
Can they see why my background is relevant?
Have I included the practical details that affect fit?
Is the message short enough to read quickly?
Does it sound like a real person rather than a copied template?
The goal is not to get every recruiter to reply. That will never happen, and honestly, some recruiters are not great at replying even when they should. The goal is to improve the quality of the replies you do get and make it easier for the right recruiters to help you.
In the UK job market, where recruiters are often juggling live vacancies, employer requirements, candidate shortlists and shifting hiring manager feedback, clarity is your advantage. A strong message will not fix a poor fit, but it can stop a good fit from being missed.
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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