Building a Referral Program

7 Follow-Ups To Send When You Hear Nothing (Use These To Reduce Ghosting By 5x) 1. After You Apply (48–72 Hours)  A short, focused note to the recruiter or hiring manager expressing why you think you're a fit (with measurable results) can boost your application views. For example:  “Hi [Name], I just applied for the [role] at [Company]. In my previous role, we [wins from previous role that apply to JD – e.g., “boosted free-to-paid rates by 15% through targeted CRM campaigns”]. I'm excited to bring similar results to [Company].” 2. After a Recruiter Screen (3–4 Business Days)  Silence here is usually bandwidth, not rejection.  Nudge with a value tied to what they said. For example:  “Hi [Name], great chatting on [Date]! You mentioned [team goal]. I drafted 3 ideas to move it: [Idea 1/2/3]. Is [day/time] good to discuss round two?” 3. After a Hiring-Manager Interview (5–7 Days)  Summarize your approach and expected impact so they can react fast. Then, invite specific feedback. Here's how:  “Hi [Name], I sent the assignment on [Date]. My approach aims to move [KPI] from [baseline] → [target] in [timeframe]. I’d value your feedback and next steps!” 4. After You Submit a Take-Home (~72 Hours)  You don't need “Lead” or “Head” in your job title to prove leadership.  You can showcase initiative by telling a story that demonstrates initiative. For example:  “When our trial churn spiked, I brought Customer Success and Product Management together and shared the data. We piloted day-three reminder emails and churn dropped 19%.” 5. After A Referral Or Warm Intro (48–72 Hours)  Referrals work best when you name the connector and show relevance fast. Here's how you can reach out:  “Hi [Name], [Referrer] suggested I reach out about [Role]. In my past role at [Company], I [result + metric] with [tool/industry]. Could we book 15 min to see if my background fits?” 6. After Final Round (~1 Week)  Ask for decision timing and the criteria they’re weighing.  Then, offer to close gaps. Here's a template:  “Hi [Name], thanks again for the final round on [Date]. Can I ask what the decision timeline is and what criteria you are weighing for the offer? I’m happy to share anything else you need!” 7. The Polite “Breakup” (After 2–3 Nudges, No Reply)  Protect your time and keep the relationship warm.  Closing the loop often triggers a response. Leave the door open. Here's how:  “Hi [Name], I don’t want to crowd your inbox. If the process paused or moved on, no worries. Please let me know, and I’ll close the loop. If you’re still interested, I’m excited to continue.” Ready To Turn Crickets Into Offers? 🔄 Jared couldn’t get traction switching fields until we refined his follow-up and positioning strategy. 👉 Want the script + timing for each step? Grab a free 30-min Clarity Call: https://lnkd.in/gdysHr-r

I watched a talented professional send 127 follow-up emails after interviews. Got replies from 3 companies. 2.3% response rate. Then she showed me what she was writing. I immediately knew why recruiters ignored her. Here's the truth about follow-ups: Most people remind recruiters they're desperate. Not that they're valuable. The typical follow-up: "Just checking in on my application..." "Any updates on the timeline?" Translation: "Please don't forget I exist." Recruiters read anxiety, not confidence. After years of coaching professionals, I've noticed: The follow-ups that get responses don't ASK for updates. They DELIVER value. Stop following up on YOUR need. Start following up with THEIR solution. Think: → What problem did they mention? → What insight can I share? → How can I make their decision easier? One client rewrote her follow-up: Instead of: "Any updates on the position?" She wrote "Hi [HR Manager Name ], been thinking about the bandwidth challenge you mentioned. Found an approach that might help—similar to what I used before. Would love to share if useful. Recruiter replied within hours. She shifted from "remember me?" to "I'm already solving your problems." The difference between ignored and responded follow-ups? One reminds them you're waiting. The other reminds them why they need you. Your follow-up isn't about checking their timeline. It's about them seeing you as the solution they can't ignore. People who add value get calls back. People who add pressure get silence. Stop checking in. Start showing up as the answer. PS: For more such content subscribe to my newsletter. Check out my feature section.

I wrote a book called The Referral Engine to make the case that referrals should be your #1 lead source—but there’s a catch. Early in my career, I thought doing great work was enough to keep clients coming. And for a while, it worked. One happy client led to another, and I stayed busy. Then, one day, the referrals slowed down. And I found myself wondering: Where’s the next client coming from? That’s when I realized something many business owners eventually figure out: Referrals don’t just happen. They have to be built into your marketing system. Too many businesses think referrals are random. They do great work, cross their fingers, and hope happy clients will spread the word. Yes, that better be happening. But that’s not a strategy. I started asking myself some different questions. ~ How do I make referring me the easiest thing my clients can do? ~ How do I teach my best customers to tell the right story about me? ~ How do I bake referrals into every stage of my client experience? Just thinking this way changed everything. Instead of waiting for referrals, I created a system to generate them. Here’s what I figured out. First, people don’t refer businesses. They refer experiences. If your work is just “good,” no one is talking about it. If your process is clunky, no one is bringing their best contacts into it. The easiest way to get more referrals is to create something worth talking about. Second, most people would be happy to refer you, but they don’t know how. If you want more referrals, you have to make it easy. Give people the right language to use. Create a process that naturally encourages introductions. Make referring you feel like a win for them, not a favor to you. Finally, the best way to generate more referrals is to teach before you sell. Create content that positions you as the expert people want to send their friends to. Be the person people naturally think of when someone asks, “Who do you know that does great work in this space?” When someone tells me their lead generation is inconsistent, I don’t tell them to start cold calling. I tell them to make referrals a system, not an accident. So I’m curious—what’s one thing you do to make referrals a natural part of the customer journey?

If you're a coach or a consultant, you might feel like other coaches are your competitors. Actually, they might be your secret weapon. I know so many folks who pride themselves on not knowing or hanging out with other coaches: "I only spend time with clients and prospects." But that's a mistake. The truth is, most coaches or consultants don't lose out on business because the client chooses to work with someone else. They're not calling you back because of these 4 things. • You haven't established enough value. They're just not sure it's worth the hassle of bringing someone in for an uncertain result. • You're not memorable enough. You met once, had a good conversation, but then disappeared. When their need becomes urgent, they can't quite remember your name or what made you different. • You lack social proof. They don't see evidence that people like them have worked with you and gotten results. One conversation isn't enough to overcome that uncertainty. We talk about this a lot in the Recognized Expert® community I run. • You're not part of a trusted network. The client doesn't know anyone who knows you. There's no one to vouch for your work or make them feel confident about the decision. Here's where other coaches become your secret weapon: When you build genuine relationships with other coaches and consultants, you solve nearly all of these problems. They refer clients to you when the fit isn't right for them. That's instant credibility and social proof. They mention your name in conversations you're not in. That's how you stay memorable and top of mind. They introduce you to their networks. That's how you become part of trusted circles instead of a cold contact. They share what's working in their practices. That's how you learn to communicate value more effectively. ❌ Treating other coaches as competitors keeps you isolated and limits your opportunities. ✅ Treating them as colleagues expands your reach, sharpens your thinking, and builds the referral network that actually drives business. The coaches and consultants who consistently win work aren't the ones hiding in their offices perfecting their pitch. They're the ones building relationships with their peers. Tell me about your favorite referral you've received from another practitioner - or one you gave! ➡️ Follow Dorie Clark for more insights on building a sustainable coaching/consulting practice ♻️ Repost to help other coaches rethink their approach to competition

I have had clients land $100k+ roles because of one simple trick Following up. Recently one of my clients had 1 referral, 3 introductions, 1 screening, and 1 second scheduled round from 1 follow-up message. Most job seekers send one email, hear nothing, and assume the opportunity is dead. Hiring managers are busy. Your message might have been overlooked, buried, or forgotten. That’s why following up is your responsibility. Here’s how to do it right: ✅ Follow up in the same email thread – Send a polite nudge 2-3 business days after your first message. Keep it easy to track. ✅ If one week passes with no reply, move on. Reach out to someone else in the company. Start high, work your way down: Week 1: Email the CEO Week 2: Follow up Week 3: Email the VP Week 4: Follow up Week 5: Email the Director Week 6: Follow up ✅ Run this process at scale. Don’t wait on one company. Send 25-30 emails a week. More conversations = more data = faster results. ✅ Invest time in quality. As you improve, spend 30-60 minutes per email to personalize and stand out. Job hunting is a marathon, not a sprint. The ones who land jobs fastest? They don’t send one message and hope. They follow up relentlessly.

Why ₹100 Referrals Don’t Work in Tier 2 India And what actually does. A few years ago, I assumed referrals were a simple game: Give someone ₹100, and they’ll get 3 of their friends to sign up. That worked. Until I tried it in Tier 2 India. And not as successful. I spent the last few weeks studying failed and successful referral programs in Tier 2 & 3 India -from gaming and finance to health and edtech. Here’s what I learned 1. Trust > Transaction Referrals in smaller towns are personal. It’s not “Get ₹100 and refer your friend.” It’s “If I’m doing this, and I trust it — so should you.” A neighbour, a cousin, or a shopkeeper saying “Yeh achha hai” > beats any ad, any coupon. 2. Relationships, Not Rewards People here don’t refer for ₹100. They refer because they want their cousin to benefit. Their community to win. I call it the “If you win, I win” mindset. And you can’t buy that with small cash. 3. Hyper-Local, or Nothing Referral messages work "only" when they feel native: -Vernacular language  - Local idioms & festival cues  -Delivered via WhatsApp groups, temples, kirana stores One of the most effective campaigns I saw? Printed flyers handed out by teachers at local schools. 4. Recognition Beats Rupees A shoutout at a community event. A thank-you in a local Facebook group. A small badge for being the “top recommender” at a nearby clinic. That social reward outperforms cash in places where "reputation = ROI". So what’s the takeaway? If you’re designing a referral program for Bharat:  1/Anchor in community  2/Localize everything  3/Build for trust, not conversion  4/Use cash as a supporting nudge - not the hook Curious to hear from you: What’s a small growth experiment that failed - until you rethought the user’s world Let’s trade notes.

Asking a customer for an intro shouldn't be abrupt or awkward. I've been posting about making selling easier. Referral selling is one of the best ways to do that. #CEOs should insist that the sales leaders set up a referral process and train on it. Asking for 5 referrals a day is easier than making 100 cold calls. If you ask for 5 introductions (when done properly) you will probably get 4. And you will be able to schedule 4 appointments. When you make 100 calls you probably won't reach anyone or schedule any calls. Why wouldn't you want your salespeople doing that, at least in between the cold calls? Which would you rather have your salespeople do, cold call for a 1% response rate or ask for introductions at an over 50% response rate? So how does it work, you ask? You start by ensuring your team does a great job while selling, providing excellent onboarding, maintaining the relationship and being sure that the customer is successful using what you sold them. At that point, they have earned the right to ask if they would be a reference, provide a testimonial video for your website or make introductions. The asking can't be awkward. That is why salespeople need training. They need to do the research and be prepared to ask. They need to know who the person they are asking is most likely to know. Then they need to ask in a way that makes sense and provide the words. When the customer is willing to vouch for your company and the people at your company who take care of them and encourage another to talk to your salesperson, that is gold. Done well, asking for introductions can be a consistent form of quality leads. It may not be all the leads you need, but it will reduce the need for high volume outbound and, when coupled with inbound, intent data and events, your company wins.

This week, I reviewed a very old campaign report where the numbers just didn’t add up. Despite working with “top-tier” influencers, the engagement was lackluster, and the ROI? Let’s just say it wasn’t worth celebrating. It got me thinking: Are we looking for impact in all the wrong places? Here are 3 ways I wouldn’t recommend to find authentic influencers: 1️⃣ Judging by follower count Bigger isn’t always better. Some influencers with massive followings buy fake followers to inflate their reach. The result? Poor engagement and no real audience connection. 2️⃣ Ignoring audience relevance Partnering with an influencer just because they’re popular doesn’t mean they’ll resonate with your target audience. Relevance trumps reach every time. 3️⃣ Skipping the research Trusting vanity metrics like likes and comments without digging deeper into audience demographics or past campaign results often leads to wasted budgets. Here’s how I’d do it instead: 🥉 Prioritize engagement rates Focus on influencers with an engagement rate of 4% or higher. Tools like Qoruz or HypeAuditor make it easy to vet genuine influencers. ↗️ Look for niche authority Partner with influencers who specialize in your industry. For instance, beauty brands in India thrive with creators like Sungjemlila Longkumer, whose audience deeply trusts her recommendations 🪧 Collaborate Long-Term Build relationships with influencers for ongoing campaigns. Long-term partnerships show audiences that the influencer genuinely believes in your brand. Remember: Numbers may lie, but trust doesn’t. Authentic influencers with real impact focus on building relationships, not just counting followers. What’s been your biggest challenge in finding genuine influencers? Share your thoughts below—I’d love to help! ----------------------------------------------------------------------------- Hi, I'm Aanushree I craft influencer marketing campaigns that resonate, engage, and deliver results. If your brand is ready to build lasting relationships and drive real impact, send me a message to explore how I can help #InfluencerMarketing #socialMedia

>>>𝗡𝗼 𝗳𝗼𝗹𝗹𝗼𝘄-𝘂𝗽? 𝗡𝗼 𝗽𝗼𝗶𝗻𝘁 𝘀𝗵𝗼𝘄𝗶𝗻𝗴 𝘂𝗽. That’s the rule I’ve set for myself after too many missed connections at great events. You know the drill: → You leave a room buzzing with ideas, names, and conversations. → You promise to stay in touch. → Then real life kicks in—and the momentum disappears. I’ve learned this the hard way. Now, I don’t attend unless I’m ready to do the follow-up work too. Now I'm trying something new: → I teamed up with an accountability partner to debrief post-event. (Thanks Elina!) → We share notes, fill in gaps, and add next steps. → That accountability makes a huge difference. I’ve also added two tactics that make a real impact: → Book follow-up meetings on the spot. If the convo’s going well, lock in a next step before you part ways. → Post your takeaways publicly. Share a few insights or reflections from the event. It signals value and helps people reconnect. If you're not using a CRM, here’s my simple follow-up playbook: → Input all the people you've met in a spreadsheet. → Use LinkedIn as your mini-CRM. Be very specific in a DM how and when you met. → Personalize your connection requests or your 1st DM. Mention the event. Reference your chat. Two lines are enough. → Follow up while it’s still fresh. Send the article, make the intro, or just say “great meeting you.” → Engage publicly. Comment on their latest post. Like something they shared. Stay visible. → Make your profile do the heavy lifting. Clear headline. Updated summary. Recent post. Your profile should reinforce the connection. IRL is just the spark. What you do after—that’s what turns a name tag into a relationship. What’s your follow-up system look like? Photos from Tuesday event at Technology Park Ljubljana where we talked about dos and don'ts of opening new markets.

Most of my new clients come through referrals, not outreach. When someone they trust says, “You should work with them” the entire dynamic changes. The conversation no longer starts at zero. It starts with credibility, with proof already built in, and with a level of trust that no amount of cold pitching can buy. Here’s how I’ve made referrals a core part of my personal brand strategy: 1/ Deliver beyond the immediate ask. One client might come to me for LinkedIn strategy, but if I notice their founder story or positioning doesn’t land with the right audience, I’ll step in and help refine it. When people feel you are invested in their broader success, not just the contract scope, they remember you as more than a service provider. That’s the version of you they share with others. 2/ Make your clients look good in the rooms you cannot access. If a client’s content gains traction and positions them as a thought leader, it is their reputation that rises in front of investors, hiring candidates, and industry peers. Behind the scenes, they are clear about who helped shape that visibility, and those are the moments that fuel strong referrals. 3/ Stay connected long after the work is done. A quick check-in, a thoughtful suggestion, or amplifying their big announcements signals that you are invested in their long-term journey. The smallest actions often spark the biggest introductions. Referrals are not an accident. They are the natural outcome of doing excellent work, creating trust, and ensuring that your clients succeed so publicly and so visibly that other people cannot help but ask who is behind it. That is why referrals are not just a growth channel for me. They are the clearest validation that my work delivers lasting impact.