Hi BowTiedCocoon here - you're asking the right question and the answer is something you already know from experience: the cold email should raise stakes of hiring the wrong person. In the case of hiring manager you want to sell tactics (to address concern of hiring someone that'll take forever to hit the ground running or require lots of babysitting) In the case of sales reps, you want to sell values & underplay your game by focus on "wanting to learn from them" (to address the concerns that a) you won't be difficult to work with and b) you won't steal away their promotion and outshine the master) When you know what are the actual fears of the guys on the other, then you can productize yourself in a way that raise those concerns and neutralize them. ------- Here's a concrete example Subject: avoid hiring the wrong [Role Opening Name] Hey [Name] Looks like [company] is hiring across the board in the rev org. Congrats. As a Sales manager experienced with hyper growth periods like the one we saw during covid, you know first-hand how difficult it is to balance speed to put someone in seat, with taking enough time to properly screen candidates. It’s a lose-lose: you either hire fast, hit your targets, but let a few sellers sneak through. Or hire slow, bring on STRONG [insert role name], but miss your targets. I have a track-record of crushing quota in a fast paced environment, and believe I can hit the ground running faster than anyone in your pipeline. Is eliminating the risk of mis-hiring the wrong [AE/SDR] on your team worth a chat? ---- Hope this helps. I also posted a video on Youtube earlier this week that expands on the above & covers how to stand out during the interviews *after* you officially get invited to the hiring process. Just lookup my name to find it Good luck /BowtiedCocoon