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cold-outreach

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Cold Outreach

主动冷联系

Write cold emails and messages that get responses from recruiters, hiring managers, founders, and engineers. Based on Ben Lang's framework (former Notion community lead, angel investor, creator of Next Play).
Announce at start: "I'm using the cold-outreach skill to help craft your message."
撰写能得到招聘人员、招聘经理、创始人及工程师回复的冷邮件和消息。本方法基于Ben Lang的框架（他曾是Notion社区负责人、天使投资人，Next Play的创作者）。
开始时需告知："I'm using the cold-outreach skill to help craft your message."

Core Truth

核心事实

Cold email works. You can email any company regardless of posted jobs, location requirements, or stated credentials. Startups regularly make exceptions. The gap between effective and ineffective cold emails is enormous - this skill keeps you on the effective side.
Prerequisite: Cold outreach works best when you are genuinely competent at something valuable AND have demonstrated that competency. This skill amplifies real credibility; it cannot create it.
冷邮件是有效的。你可以联系任何公司，无论他们是否发布了职位、有地点要求或明确的资质要求。初创公司通常会破例。有效与无效的冷邮件差距巨大——本技能能帮你写出有效的邮件。
前提条件：当你确实具备某项有价值的能力，且能证明这种能力时，主动冷联系的效果最佳。本技能能放大你的真实可信度，但无法凭空创造可信度。

Workflow

工作流程

Crafting a cold outreach message involves these steps:
  1. Gather context (who, what company, what role/goal)
  2. Identify the user's strongest relevant credentials and match them to the target's needs
  3. Draft the message using the three-part structure
  4. Validate against the five deadly sins
  5. Finalize with subject line and send strategy
撰写主动冷联系消息需遵循以下步骤：
  1. 收集背景信息（沟通对象、目标公司、职位/沟通目标）
  2. 识别你最相关的核心资质，并匹配目标方的需求
  3. 采用三段式结构撰写消息
  4. 对照六大禁忌验证内容
  5. 确定主题行及发送策略

Step 1: Gather Context

步骤1：收集背景信息

Ask the user for the information needed. Do not ask all at once - start with the essentials:
Essential (ask first):
  • Who are you reaching out to? (name, title, company)
  • What is the goal? (specific role, general interest, informational)
  • What is your most relevant experience for this company/role?
If not provided, ask as follow-up:
  • What does this company do? What stage are they at?
  • How did you find them? (funding announcement, job board, referral, etc.)
  • Do you have specific accomplishments with numbers you can cite?
  • Provide links to: company website, job description (if any), and recruiter or hiring manager profile (LinkedIn or similar).
  • What are they likely hiring for or optimizing right now?
If the user already provided this context, skip directly to drafting. If company or recruiter details are missing, prompt for them before drafting.
向用户收集所需信息。不要一次性问完，先从核心信息开始：
核心信息（优先询问）：
  • 你要联系的是谁？（姓名、职位、公司）
  • 你的沟通目标是什么？（具体职位、大致意向、信息咨询）
  • 你与该公司/职位最相关的经验是什么？
若用户未提供，后续补充询问：
  • 这家公司是做什么的？处于什么发展阶段？
  • 你是如何了解到这家公司的？（融资公告、招聘网站、推荐等）
  • 你有没有可量化的具体成就？
  • 提供以下链接：公司官网、职位描述（如有）、招聘人员或招聘经理的LinkedIn等个人主页。
  • 他们目前可能在招聘或优化哪些方向？
如果用户已提供上述背景信息，直接进入撰写环节。若缺少公司或招聘人员的详细信息，在撰写前先向用户确认。

Step 2: Identify Strongest Credentials

步骤2：识别核心资质

Extract and sharpen the user's top 2-3 credentials. Apply these rules:
Make abstract concrete:
  • "I drove results" -> "I helped increase conversion rate from 2% to 8%"
  • "I work with startups" -> "I built payment systems at Stripe and billing tools at Notion"
  • "Experienced engineer" -> "Built systems handling 300k+ TPS at Amazon"
Use numbers where they add clarity: revenue impact, user counts, performance metrics, team size, time saved. Keep them broad and avoid project-specific minutiae.
Prioritize relevance: Choose credentials that map directly to what the target company needs, not the most impressive ones in general.
Match to the target:
  • Use the company website, job description, and recruiter profile to infer priorities.
  • Select 2-3 background points that align with what they are hiring for or optimizing.
  • If those sources are missing, ask the user to provide them before drafting.
提炼并优化你最突出的2-3项资质，遵循以下规则：
将抽象表述具体化：
  • "我取得了不错的成果" -> "我帮助将转化率从2%提升至8%"
  • "我有创业公司工作经验" -> "我曾在Stripe搭建支付系统，在Notion开发账单工具"
  • "资深工程师" -> "我在亚马逊搭建了可处理30万+ TPS的系统"
用数据增强清晰度：收入影响、用户数量、性能指标、团队规模、节省的时间。数据要简洁，避免项目细节。
优先相关性：选择与目标公司需求直接匹配的资质，而非泛泛而言最亮眼的成就。
匹配目标方需求：
  • 通过公司官网、职位描述及招聘人员的个人资料推断他们的优先级。
  • 选择2-3项与他们招聘方向或优化重点匹配的背景经历。
  • 若缺少这些信息，在撰写前请用户提供。

Step 3: Draft Using the Three-Part Structure

步骤3：采用三段式结构撰写

Every effective cold email has exactly three parts:
Part 1 - Who you are: One sentence with your most relevant credential. Part 2 - Why you're reaching out: One sentence stating your purpose clearly and directly. Part 3 - Why they should care: 2-3 bullet points with concrete, specific accomplishments.
End with ONE clear ask. See references/email-examples.md for proven examples.
每封有效的冷邮件都严格遵循三段式结构：
第一部分 - 自我介绍：一句话说明你的身份及最相关的资质。 第二部分 - 沟通缘由：一句话清晰直接地说明你的来意。 第三部分 - 对方为何关注：2-3个要点，列出具体、可量化的成就。
结尾只提一个明确的请求。参考references/email-examples.md中的成功案例。

Hard Rules

硬性规则

  • Under 200 words total. No exceptions. Brevity works on everyone.
  • One clear ask at the end. Make it easy to say yes.
    • Good: "Worth a 15-minute call next week?"
    • Good: "Can I send over my portfolio?"
    • Bad: "Let me know if you're interested" (vague, no action)
  • Sound human. Read it aloud. If it doesn't sound like you actually talk, rewrite it.
  • Use bullets for accomplishments. Easier to scan than paragraphs.
  • No em dashes. Use commas or parentheses instead.
  • High-level only. Avoid specific implementation details, or granular execution details. Keep success metrics showing goals achieved. Show competency and confidence without being boring.
  • 总字数不超过200字。无例外。简洁对所有人都有效。
  • 结尾只有一个明确请求。让对方容易给出肯定答复。
    • 示例："下周能否抽15分钟通个电话？"
    • 示例："我可以发送我的作品集给您吗？"
    • 反面示例："如果您感兴趣请告知我"（模糊，无明确行动）
  • 语气要像真人。大声读出来，如果听起来不像你平时说话的风格，就重写。
  • 用要点列出成就。比段落更易阅读。
  • 不要使用破折号。用逗号或括号代替。
  • 只保留核心信息。避免具体的实现细节，重点展示达成的目标及相关指标。既要体现能力与自信，又不能过于冗长。

Output Format

输出格式

Generate the email in this structure:
Subject: [under 50 characters, relevant and direct]

Hi [Name],

[One sentence: who you are with most relevant credential]

[One sentence: why you're reaching out]

[2-3 bullets: why they should care, with high-level relevant accomplishments]

[One sentence: clear ask]

Best,
[User's name]
Total: 100-150 words. See references/email-examples.md for complete examples.
请按以下结构生成邮件：
Subject: [under 50 characters, relevant and direct]

Hi [Name],

[One sentence: who you are with most relevant credential]

[One sentence: why you're reaching out]

[2-3 bullets: why they should care, with high-level relevant accomplishments]

[One sentence: clear ask]

Best,
[User's name]
总字数控制在100-150字。完整示例请参考references/email-examples.md。

Step 4: Validate Against the Six Deadly Sins

步骤4：对照六大禁忌验证

Before presenting the draft, check every message against these five failure modes. If any apply, fix before showing the draft.
  1. Too long - Over 200 words? Cut ruthlessly. Nobody reads unsolicited long emails.
  2. Buzzwords - Remove all corporate language. "Executed strategic initiatives" -> "built a tool that cut processing time by 40%". Remove buzzwords, then remove them again.
  3. No clear ask - Missing a specific action you want them to take? Add one.
  4. Too vague - Every claim needs specificity. Numbers, company names, concrete examples. No abstractions.
  5. Too granular - If it dives into project-level details that are not too in depth for the first 200 word intro, strip it back to higher level impact with the right metrics and actions.
  6. Dishonest or spammy - No fake personalization ("I've been a fan for years!" when they just found the company). It's fine to say "I saw you just raised a Series B."
在展示草稿前，对照以下六大失效模式检查每一条消息。若存在任何一项问题，修正后再展示。
  1. 篇幅过长 - 超过200字？果断删减。没人会读冗长的主动邮件。
  2. 滥用术语 - 删除所有套话。将“执行战略举措”改为“搭建了一款将处理时间缩短40%的工具”。反复检查，彻底删除所有套话。
  3. 无明确请求 - 缺少你希望对方采取的具体行动？补充明确请求。
  4. 表述模糊 - 所有主张都要有具体细节。数据、公司名称、实际案例。拒绝抽象表述。
  5. 过于琐碎 - 如果内容涉及项目级细节，不适合放在200字以内的初始邮件中，要简化为更宏观的成果及对应指标。
  6. 不诚实或像垃圾邮件 - 不要虚假个性化（比如“我关注您多年了！”但你刚了解这家公司）。可以说“我看到你们刚完成B轮融资”。

Step 5: Subject Line and Send Strategy

步骤5：主题行及发送策略

Subject lines - Under 50 characters, relevant:
  • "Engineer interested in your AI product"
  • "Designer with fintech experience"
  • "Quick question about [role]"
  • Never: "Inquiry about opportunities" or "Following up on my application"
Who to email:
  • For specific roles: the hiring manager (find on LinkedIn)
  • When in doubt: the CEO/founder
  • Small startups (<20 people): always the CEO
Finding email: Try firstname@company.com first (works ~70% of the time). Use Hunter.io, RocketReach, Nymeria, or ContactOut. Check personal websites and social media bios.
When to send: Tuesday-Thursday, 8-10 AM in their timezone. Avoid Mondays and Fridays.
主题行 - 不超过50字符，内容相关：
  • "Engineer interested in your AI product"
  • "Designer with fintech experience"
  • "Quick question about [role]"
  • 绝对不要用："Inquiry about opportunities" 或 "Following up on my application"
收件人选择：
  • 针对具体职位：联系招聘经理（在LinkedIn上查找）
  • 不确定时：联系CEO/创始人
  • 小型初创公司（<20人）：始终联系CEO
查找邮箱：先尝试firstname@company.com（约70%的成功率）。也可使用Hunter.io、RocketReach、Nymeria或ContactOut。同时查看个人网站及社交媒体简介。
发送时间：对方所在时区的周二至周四8-10点。避免周一和周五。

Follow-Up Strategy

跟进策略

  • Wait 4-5 business days after initial email
  • Send maximum 1-2 follow-ups total
  • After 2 follow-ups with no response, move on
See references/email-examples.md for follow-up templates.
  • 首次邮件发送后等待4-5个工作日
  • 最多发送1-2封跟进邮件
  • 发送2封跟进邮件仍无回复，就放弃
跟进模板请参考references/email-examples.md。

LinkedIn Variation

LinkedIn消息变体

For LinkedIn connection requests or InMail, apply the same three-part structure but even shorter:
Connection request (300 character limit):
Hi [Name], I'm a [role] with [X years] in [domain]. Saw you're hiring for [role] at [Company]. Would love to connect and learn more.
After connecting (wait 1-2 days, then message): Same three-part structure as email, but slightly more conversational. Keep under 150 words.
对于LinkedIn好友请求或InMail，同样采用三段式结构，但要更简短：
好友请求（限300字符）：
Hi [Name], I'm a [role] with [X years] in [domain]. Saw you're hiring for [role] at [Company]. Would love to connect and learn more.
通过好友请求后（等待1-2天再发消息）： 采用与邮件相同的三段式结构，但语气更口语化。字数控制在150字以内。

"Show, Don't Tell" Tactic

"展示而非陈述"技巧

For standout outreach, demonstrate value instead of just listing credentials:
  • "I spent 30 minutes analyzing your onboarding flow and found 3 bottlenecks. Happy to share."
  • "I built a quick prototype showing how [approach] could work for your use case. Can demo if interested."
  • "I reviewed your blog post on [topic] and identified an optimization that could improve performance by 30%."
Only suggest this approach when the user has time and the target company warrants the extra effort.
要让你的沟通脱颖而出，不要只罗列资质，而是直接展示价值：
  • "我花了30分钟分析你们的注册流程，发现了3个瓶颈。很乐意分享我的发现。"
  • "我搭建了一个快速原型，展示[方案]如何适配你们的使用场景。如果您感兴趣，我可以演示。"
  • "我阅读了你们关于[主题]的博客文章，发现了一个可将性能提升30%的优化方案。"
仅当用户有时间且目标公司值得投入额外精力时，才建议使用此方法。

Volume and Expectations

发送数量与预期

Even perfect emails can go unanswered (bad timing, inbox overload, spam filters, not hiring right now). The solution is volume:
  • Target 10-30 companies over several weeks
  • Expect 10-30% response rate
  • Even 1-2 responses can lead to interviews
  • Track what works, iterate on what doesn't
If response rate is under 10%: revisit the five deadly sins, shorten emails, add more specificity, check targeting.
即使是完美的邮件也可能石沉大海（时机不佳、收件箱过载、被垃圾邮件过滤、对方当前不招聘）。解决方法是增加发送量：
  • 几周内针对10-30家公司发送邮件
  • 预期回复率为10-30%
  • 即使只有1-2个回复，也可能带来面试机会
  • 记录有效的方法，迭代无效的策略
如果回复率低于10%：重新审视六大禁忌，缩短邮件篇幅，增加具体细节，优化目标公司选择。

Quality Checklist

质量检查清单

Before any message is finalized, verify:
  • Under 200 words
  • No buzzwords or corporate jargon
  • ONE clear ask
  • Specific examples with numbers
  • Sounds like a real human wrote it
  • No fake personalization
  • Subject line under 50 characters
  • Prepared for a positive response
在最终确定任何消息前，请验证以下内容：
  • 字数不超过200字
  • 无套话或企业术语
  • 只有一个明确请求
  • 有带数据的具体案例
  • 语气像真人撰写
  • 无虚假个性化内容
  • 主题行不超过50字符
  • 已准备好应对积极回复

Resources

资源

references/email-examples.md

references/email-examples.md

Proven cold email examples that got responses, organized by scenario (startup founder, recruiter, hiring manager, internal transfer). Also includes follow-up templates and LinkedIn message examples. Load when drafting to reference specific patterns.
包含经过验证的冷邮件成功案例，按场景分类（初创公司创始人、招聘人员、招聘经理、内部转岗）。还包括跟进模板及LinkedIn消息示例。撰写时可参考其中的具体范式。