Follow-Up Communication Tips

I managed a 70 person recruiting team, hired thousands of engineers, and was told that the facebook recruiting team had an internal blog breaking down my outbound approach bc so many engineers had shared it internally... These are my outbound sourcing maxims. 1. get good at email - use the prospect's personal email (NEVER INMAIL!!!!) - subject line must be about THEM (but not basic "go trojans!") - declare your intent ("I think you fit for our team") - 90% of message should be about THEM - people like to be liked - list why you are impressed by them - humor helps most of the time - DO NOT TALK ABOUT YOURSELF - DO NOT LINK JOB DESCRIPTIONS - SERIOUSLY STOP WTF - ... sell the conversation, not the job Two main takeaways here. One, approaching someone and telling them that you are amazing "gives the ick." This is as true in recruiting as it is in dating. Two - don't force existential consideration early. If you give lots details about the opportunity, people will find every reason to find that it's not a fit. Also, you're coming on too hard. 2. you need to contact WAY more people than you think - good response rate = >20% - good interested response rate = >10% - only a fraction of those who take a call will actually be a fit - == >50 outreaches per day for most roles ... seriously, LOTS OF OUTBOUND, and it's gotta be good. I used to not even check my email until I'd sent 50 outbounds every day. Each outbound had to meet my conditions above. 3. people are most honest at the outset - take advantage - more time in process == candidate is more likely to WANT the job - people who WANT something are more covetous of it - and people who want something might not be entirely open ... the stakes are low on the first call - so candidates are more likely to be open about their needs - so you should do everything you can to get them NOW. 4. STOP TALKING!!! ("god made you with two ears...") - people love to talk about themselves (if it feels safe!) - 30 minute call? Candidate should be talking for 27 of them - ask good questions, think "Hot Ones" quality - goal: figure out what they care about - ... then spend 3 minutes delivering a supremely tailored pitch Bad recruiters pitch at the outset, with no idea what the candidate cares about. Great recruiters find the buttons, then push them. 5. move as fast as possible once you have the right one - people want to feel wanted... - time is typically interpreted as disinterest (even if that's not accurate) - so, move fast as you possibly can, give clarity about next steps, etc ------------------------------------------ The succinct version... - Write great emails - Write a lot of emails - Ask deep questions early - Listen before speaking - And don't dilly dally when you have the one Easy to write. Hard to do. But this is 100% my blue print.

“I’m just following up.” “I’m just checking in.” “I’m just wondering if you got the proposal.” “I’m bumping this to the top of your inbox in case you missed it.” Withdrawal. Withdrawal. Withdrawal. Withdrawal. The subtext? “I have nothing valuable to say, but I need something from you.” That’s why it comes across as nagging. It signals desperation. Instead of making a withdrawal, make a deposit. A deposit makes your prospect’s life better. Examples: “Lisa, here’s a fun slideshow: What Zelda Can Teach You About Writing Effective Cold Emails.” “Lisa, here’s an SDR calculator that helps set quota based on desired return. Thought it might be useful since you’re scaling your team.” “Lisa, I analyzed 387 cold calls that booked meetings. Here’s a slideshow on what they all had in common.” No nagging. Just your name attached to something useful. Withdrawals say “notice me.” Deposits say “I noticed you.”

You Think You’re Being Clear But here’s why people misunderstand you HBR research reveals that experts often assume others understand them - when they don’t. Instead of sounding insightful, you might be creating confusion - or worse, making yourself easy to forget. Here are 11 common mistakes that hurt your communication (and how to fix them): 1. Trying to Impress Instead of Connecting ↳ Complexity creates distance, clarity builds trust. ↳ Speak simply - people connect with authenticity. 2. Rambling Instead of Structuring Your Point ↳ Unstructured talk loses attention and impact. ↳ Use Point-Reason-Example for clarity. 3. Saying “Yes” Too Quickly to Please ↳ Instant agreement leads to regret and overwhelm. ↳ Pause before responding - assess first. 4. Drowning in Facts Instead of Stories ↳ Data alone isn’t memorable or persuasive. ↳ Use stories to make insights stick. 5. Filling Every Silence Out of Awkwardness ↳ Over-talking weakens authority and presence. ↳ Pause - silence shows confidence. 6. Defending Instead of Owning It ↳ Over-explaining sounds like making excuses. ↳ Be direct, acknowledge, and move forward. 7. Sounding Overly Formal and Stiff ↳ Jargon makes you sound robotic, not credible. ↳ Speak naturally, like a real conversation. 8. Monopolizing the Conversation ↳ Talking too much shuts others out. ↳ Ask open-ended questions, invite input. 9. Ending Without a Clear Next Step ↳ Vague conclusions lead to confusion. ↳ Clarify what happens next before closing. 10. Assuming People Know What You Mean ↳ Lack of context creates misunderstandings. ↳ Provide enough detail, confirm understanding. 11. Apologizing for No Reason ↳ Unnecessary “sorry” weakens your presence. ↳ Replace it with confident alternatives. Your ideas are only as powerful as your ability to convey them. Make clarity your superpower. What’s one communication tip you wish more people knew? Share with me in the comments. ♻ Repost to help others be clear, confident, and influential. ➕ Follow (Meera Remani) for communication skills that accelerate success.

I tracked all fundraising activity for one year so you didn't have to. Here is what I found: - A substantive, in-person visit with a donor resulted in gifts 5x larger than donors who only corresponded via phone calls or emails. - It took roughly 12 touchpoints to secure a visit with a donor. That is a high number, but pretty characteristic of human services. - Each handwritten card sent produced 1,169x more value than it cost. - Response rate increased dramatically with a voicemail + email combination. - Gifts from DAFs, gifts of stock, and gifts from RMDs became more popular only as donors were informed that those were giving options. Here is what this means: - Meet in person with donors as much as humanly possible - Make as many attempts as possible to schedule visits with donors - Write handwritten cards. Like, right now. - Reach out to donors with a multi-channel approach (DM me if you'd like to see a call, email, +handwritten card cadence) - Donors don't always know how to maximize their generosity unless you tell them. Inform them of their options if they give you permission! Ultimately, provide value to your org's donors and watch as generosity unfolds for the benefit of the people your org serves!

Found this 1980 ad about writing clearly. 65 years later, it's still the best writing advice I've ever seen: 1) Know exactly what you want to say before you start Most people start writing and figure it out as they go. That's why most writing sucks. Thompson says outline first, write second. Revolutionary concept, apparently. 2) Start where your readers are, not where you are Don't assume people know what you know. Meet them at their level of understanding, then bring them along. Most "experts" write for other experts and wonder why nobody gets it. 3) Use familiar word combinations Thompson's example: A scientist wrote "The biota exhibited a one hundred percent mortality response." Translation: "All the fish died." Stop trying to sound smart. Start trying to be clear. 4) Arrange your points logically Put the most important stuff first. Then the next most important. Then the least important. Seems obvious, but most people do it backwards. 5) Use "first-degree" words Thompson says some words bring immediate images to mind. Others need to be "translated" through first-degree words before you see them. "Precipitation" => "Rain" "Utilize" => "Use" "Facilitate" => "Help" 6) Cut the jargon Thompson warns against words and phrases "known only to people with specific knowledge or interests." If your mom wouldn't understand it, rewrite it. 7) Think like your reader, not like yourself Thompson asks: "Do they detract from clarity?" Most writers ask: "Do I sound professional?" Wrong question. TAKEAWAY: This ad is from 1960. The internet didn't exist. Social media wasn't even a concept. But the principles of clear communication haven't changed. Most people still can't write clearly because they're trying to impress instead of express.

Don't try to sound smart. Try to be useful. 3 years ago, I deleted my most "impressive" newsletter. 2,000 words. Multiple frameworks. Industry jargon everywhere. 14 drafts. It felt "professional." It felt "high-level." It felt wrong. That week, a CEO guest spoke to me before our podcast: "You know why I listen to your show? Because you make things simple." Then she paused. "But your newsletter... sometimes I need a dictionary." That changed everything. I opened my analytics that night. The pattern was clear: My "smartest" content performed worst. My simplest advice spread fastest. I had been: • Writing to impress peers • Stacking jargon on jargon • Trying to sound "intellectual" • Hiding behind complexity So I started over. New rules: 1. Write like I talk 2. No words I wouldn't use at dinner 3. Every piece needs a clear "do this" Example: Before: "Contemporary market dynamics necessitate strategic pivots in content optimization." After: "Test what works. Double down on what people love." That decision? It built my entire business: • The podcast grew exponentially • The newsletter became my main lead generator • Sponsorship deals rolled in • Speaking opportunities opened up Best feedback I get: "Used your advice. Landed the client." "Finally, someone who makes this simple." "Implemented this today. It worked." The truth about expertise: • Rookies hide behind jargon • Veterans embrace simplicity • Masters focus on impact This philosophy drives everything: • How I write • How I speak • How I teach • How I coach Because here's what I learned: Value beats vocabulary. Always. 3 questions before publishing: 1. Would my mom get this? 2. Can someone use this today? 3. Did I remove all the fluff? Remember: Your audience's success is your scorecard. Not your vocabulary. Today? That decision to choose simplicity over sophistication was worth millions. But more importantly: It actually helped people. // Agree? Simple or complex content - which actually helps you more? Share below. #ContentCreation #Podcasting #Writing #ValueFirst

I attend 30+ data and AI conferences every year, and for the longest time, outreach was complete chaos. Spreadsheets everywhere, notes scattered across tools, follow-ups slipping through, and the worst part was sending generic emails that got ignored. It did not matter how many events I attended, the system just did not scale. So I rebuilt everything inside Airtable. I created a simple but structured system with conferences, sponsors, and contacts all connected in one place. Now I could actually see who I met, where, and what needed to happen next. That alone made things cleaner, but it still required a lot of manual work. The real shift happened when I connected it with Claude. Now I start my workflow in Claude. It pulls context directly from my Airtable base, understands the sponsors I am targeting, the events I am attending, and the history of interactions. Then it goes out, does research on each company, looks at what they have recently announced, and brings back insights that actually matter. From there, it writes everything back into Airtable. New sponsor ideas get added. Outreach emails are drafted with real context. Follow-ups are created automatically based on status. Everything stays structured, tracked, and easy to act on. The biggest change for me is I am no longer jumping between tools or starting from scratch every time. I think in Claude, execute in Airtable, and then go back to Claude to refine messaging or strategy. That back and forth is what makes this powerful. This is how I now manage conference partnerships at scale. Not by adding more tools, but by connecting the right ones in a way that actually works. Learn more about it here – https://lnkd.in/gFCDbR7T #airtablepartner #data #ai #claude #theravitshow

One thing 99% of candidates never do after their interview and it costs them the offer every time… They never send a real, impactful follow-up. My student, a complete fresher, was competing against candidates with more experience. After weeks of rejections and silence, he got his YES from a top MNC. Because he did this ONE thing 99% ignore: he sent a follow-up message that showed genuine interest, real value, and absolute intent. Why does this matter? According to LinkedIn’s research, candidates who follow up within 24 hours are 50% more likely to receive a positive response. But almost no one does it well. 👉 Here’s the exact type of follow-up I teach my students to send (that actually works): Subject: Thank you for the opportunity Hi [Interviewer’s Name], Thank you for meeting with me today. Our discussion about [specific project, e.g., Infosys’ new fintech initiatives] made me even more excited about the possibility of joining your team. I wanted to add a quick thought: Given my experience leading my college’s coding club and developing a payments app for over 2,000 users, I believe I can quickly add value to [Company]’s [specific goal or project]. If there are any further steps I can complete or details I can provide, please let me know. Looking forward to the next steps! Best, [Your Name] Why did this work? 1️⃣ It’s specific (mentions a company project or problem). 2️⃣ It ties the candidate’s unique value directly to the company. 3️⃣ It’s proactive and genuine, not “just checking in.” The post-interview silence is where most opportunities die. But also where a single message can reopen the door. 💡 My tips for you: ➡️ Always send a tailored follow-up within 24 hours. ➡ Reference the interview and your own strengths — show you remember, you care, you fit. ➡ Keep it short, real, and focused on THEM (not just you). If you want to turn interviews into offers, don’t just prepare for the questions. Own the moments after you leave the room. #interview #interviewtips #interviewpreparation #careergrowth

Maybe you're being ghosted, or maybe you have no idea how to follow up with a recruiter. Either way, you’re in the most exhausting part of the job search: the waiting. Now that the interview is over, you’re refreshing your inbox, waiting for a sign. Days pass, then a week or two. You replay your answers, wondering if they disliked your cover letter or found you too intense. You worry about seeming too eager if you follow up or disinterested if you don’t. You write a message, delete it, and check their LinkedIn, hoping for clues about your status. In my book, I tell people to use a system I call 6–6–6. It’s not magic. It won’t get you the job if they’ve already made up their mind. But it will give you structure. And when you’re in limbo, structure is everything. Here’s how it works: If the recruiter or hiring manager doesn’t follow up when they said they would, you follow up three times. Each time, you wait six days in between. Then you let it go. Not six hours. Not two days. Six days. Enough time for them to catch up. Enough time for you to reset. Enough time to remind your nervous system that this is just a process, not a judgment on your worth. I like this system because it helps people manage their energy. You don’t waste ten days second-guessing your tone or wondering if you should circle back “one more time.” You set a timeline for yourself, and then you stick to it. You don’t keep following up forever. You follow up like a professional: three times, six days apart, then move on. Sometimes people ask, “But what if they respond after the third message?” Great. Then you respond. The 6–6–6 rule isn’t about closing doors—it’s about protecting your time. You don’t owe a company infinite access to your attention. You don’t keep begging just because they haven’t said no. You don’t sit in inbox purgatory hoping for validation. If they want to hire you, they’ll tell you. And if they don’t? You’ve reclaimed your momentum. Silence during the job search doesn’t mean you’re doing it wrong. It just means you’re between inputs. Between the ask and the answer. And instead of letting that space consume you, you can fill it with structure, strategy, and the reminder that waiting is work, too. So, if you’re stuck in the post-interview void, try the 6–6–6 method. Not to get the job. To get your life back.

Most change initiatives don't fail because of the change that's happening, they fail because of how the change is communicated. I've watched brilliant restructurings collapse and transformative acquisitions unravel… Not because the plan was flawed, but because leaders were more focused on explaining the "what" and "why" than on how they were addressing the fears and concerns of the people on their team. People don't resist change because they don't understand it. They resist because they haven't been given a compelling story about their role in it. This is where the Venture Scape framework becomes invaluable. The framework maps your team's journey through five distinct stages of change: The Dream - When you envision something better and need to spark belief The Leap - When you commit to action and need to build confidence The Fight - When you face resistance and need to inspire bravery The Climb - When progress feels slow and you need to fuel endurance The Arrival - When you achieve success and need to honor the journey The key is knowing exactly where your team is in this journey and tailoring your communication accordingly. If you're announcing a merger during the Leap stage, don't deliver a message about endurance. Your team needs a moment of commitment–stories and symbols that anchor them in the decision and clarify the values that remain unchanged. You can’t know where your team is on this spectrum without talking to them. Don’t just guess. Have real conversations. Listen to their specific concerns. Then craft messages that speak directly to those fears while calling on their courage. Your job isn't just to announce change, but to walk beside your team and help your team understand what role they play in the story at each stage. #LeadershipCommunication #Illuminate