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The recruitment landscape is riddled with challenges, particularly in the quest for top-tier talents that drive company growth.
Navigating the search and engaging qualified candidates requires strategic finesse and effective tools. This is precisely where La Growth Machine steps in.
Within the recruitment process, sourcing and activating candidate sourcing can be complex and time-consuming without the right tools. Herein lies the role of La Growth Machine.
In this article, we explore how La Growth Machine tackles the intricacies of talent acquisition. Through insights from an experienced recruitment professional, we shed light on how the tool is a pivotal asset by optimizing the search and engagement of the most promising candidates.
Why use La Growth Machine for recruitment?
When we say recruitment, we’re mainly talking about the candidate sourcing part, meaning finding the right person for a job, reaching out to them, following up, etc.
Recruiters are usually looking for as many time-saving tools as possible, chief among which is La Growth Machine.
What’s great about LGM is first of all, you can use it for the whole sourcing campaign. So LinkedIn connections messages, first email outreach, follow-ups, you name it!
Example 🔍
For instance, thanks to over 24 different variables on the tool, you can easily personalize your first outreach message to a candidate using data you’ve enriched from their profile.
Moreover, follow-ups are usually copy-paste messages, regardless of the profile, which makes the whole process extremely fast and efficient.
The second differentiator of LGM is that it allows you to contact a person on different channels in one campaign.
Example 🔍
For example, since recruiters mainly use LinkedIn and email as the main channels in any multi-channel sequence, if the candidate does not reply on LinkedIn, you can reach out by email.
You won’t find this type of cross channel, with this level of customization and sophistication on any other tool.
These are the two main reasons why you should use La Growth Machine for your candidate sourcing process!
Expert Tip 🧠
Always start with at least a LinkedIn profile visit, and yes, even if you’re doing an email-only campaign. This serves as your soft introduction to the candidate because once you go on their profile, they receive a notification.
The human instinct is to check this notification to see who visited their profile and click on theirs. They will see your name, where you work, and your bio. This goes into another point which is to always make sure your LinkedIn profile is optimized with:
- Visible and descriptive photos; both profile and banner pictures
- A complete headline
- A detailed bio
The profile visit is there to feign human interaction. Now they have a general idea of who you are; a recruiter or a talent acquisition specialist and they know you’re at the very least interested. So once you send out that first email or message, they will know it’s coming from the same person who visited them on LinkedIn.
These are the small things that set you apart from other recruiters and increase your chances of getting an answe
Sourcing and outreach campaign with La Growth Machine:
Our expert recruiting professional, Morgane from folk.app shares with us her workflow and how she gets the most out of LGM in combination with other tools.
Once you have all your list(s) of candidates in your ATS (Applicant Tracking System) or CRM, you simply export it as a CSV.

You can then import the file by going to the Leads tab, clicking on “Import lead”, and then clicking on “Import CSV”.

Once you have your audience sorted out, it’s time to start your campaign! Here’s the sequence that the recruitment expert uses:

It may seem complicated, but don’t worry, it’s actually quite simple when you break it down:
Step 1: Start on LinkedIn:

I’m going to use three tools that are always the same.
- LinkedIn, because it’s the end point of my search, where I find a profile that I connect to Folk.
Expert Tip 🧠
“I personally use LinkedIn recruiter as my go to, but not everyone needs to.”
You really only need it to avoid LinkedIn limits when it comes to private profiles as well as the number of actions you can perform per day on the platform. Luckily, LGM already has those preset for you.
If you want a deep dive on how to spot and avoid limitations, maek sure you check out the article!
- Folk is the database where I keep all my sourcing contracts.
- Then I export the CSV and import it into La Growth Machine.
Why do I do this? Though I know that you can search directly on LinkedIn from within La Growth Machine, I’d really like to look at the profiles one by one.
I’m going to do a classic sourcing search on my side first before integrating the profiles. Then I’ll launch campaigns segmented by job position on La Growth Machine.
So, in terms of steps, it always starts with LinkedIn. The idea is to visit the candidate’s profile and add them as a connection.
Expert Tip 🧠
For a more accurate candidate qualification, always add a message to your LinkedIn connection request.
This makes it so:
- Every one of your “leads” reads your message and hears what you have to say.
- Which makes their acceptance all the more telling. If they accept your request, it means they’re at the very least keeping an eye on the market.
You may have a lower acceptance rate this way, but you’re sure that those who did accept your request are pre-qualified and are interested in what you have to say.
Then we have two branches:
Step 2-1: When Connection Request Accepted:
Once they’ve accepted your request, it’s a reasonably simple outreach sequence:

- 1. Profile Visit: You start by visiting their profile. As we said earlier, this acts as yet another soft reminder for the candidate, as well as feigning a human interaction.
- 2. Introduction Message: Send a message introducing yourself, your company or your client, why you’re contacting them, etc.
Expert Tip 🧠
We always recommend to keep this first message short. However, long messages can also be effective especially in a general recruitment context, as opposed to recruitment messages meant for salespeople for instance.
In this message, you simply:
- Say a couple of things about yourself and who you represent.
- Mention the opportunity that you find them interesting for.
- Add a couple of details relative to the candidate’s profile for a more personable approach.
- Share your Calendly link as a CTA for the person to book a slot for your exchange.
For the third point, the “CustomAttribute” variable in LGM works wonders, since you can fill it as an icebreaker, something you find interesting about the candidate, or any other detail you might find relevant.
You can also end your message with a additional resource for the candidate to check out; blog articles, a more detailed description of the job, etc.
- 3. Follow-up messages: This is quite standard, you simply reiterate why you’re interested in the candidate’s profile.
Expert Tip 🧠
For this part, keep it simple!
Try to flatter the candidate a little bit, be humorous, but keep it professional.
Maybe add a couple of nice things about their eventual team so they can have an idea of the overall vibe of the company and project themselves a bit.
- 4. “Has Perso Email” Attribute: If you still don’t get any reply, then you switch to email, but in order to do that, you need their personal email.
Expert Tip 🧠
Why a personal email and not a professional one?
Well, it’s simply because you wouldn’t want to expose the individual by using their professional email address.
After all, they didn’t ask for anything, and receiving a random job offer might not sit well with their boss.
- 4.1 Send email: Pretty straightforward, if La Growth Machine finds their personal email, you switch over to that channel with an introduction message and two follow-ups tops.
Expert Tip 🧠
This is exactly where multi-channel sequences shine and distinguish themselves from monochannel ones!
If your lead doesn’t answer on one channel (typically LinkedIn), you shift gears to Email wherein you will reiterate all that you said on LinkedIn.
But here’s the kicker, always mention that you tried to reach them on LinkedIn. This is your main channel when it comes to recruitment so you want to keep your exchanges over there!
- 4.2 Last LinkedIn follow-up: If the tool didn’t manage to find the candidate’s personal email, you try one last time on LinkedIn after you’ve visited their profile once more.
Step 2-2: When Connection Request Not Accepted/ Denied:

If the candidate doesn’t accept your connection request, you simply repeat the above process from Step 4 with an additional step:
- Check for their personal email:
- If you have it, you swap to the email channel with a couple of follow-ups
- If you don’t have it, this particular sequence stops for them. More on that later. 😉
Expert Tip 🧠
You can see that there’s an additional step “Is a contact” before the email follow-ups to check whether the person is already a LinkedIn connection or not.
As we mentioned earlier, LinkedIn is your main channel and you’d rather have your interactions on there.
And since recruiters already have a lot of deactivated contacts, this is your chance to reactivate them!
For instance, maybe when you contacted candidates in a previous recruiting campaign, some of them weren’t looking at that particular moment, so maybe it’s suitable to contact them now!
Step 3: If they didn’t answer anywhere:

As you’ve seen throughout this process, there’s one particular block that we haven’t really talked about: the Webhook.
This is basically a method to keep track of all the people who didn’t interact with your messages. I won’t get into the details of how it works (that’s what the article is for 😉) but you basically:
- Set up a separate audience in your ATS for people to be reactivated
- Generate an API key and use it in La Growth Machine
- And finally, set up the webhook to return back all non-responders into your separate audience.
- This particular audience will then be reactivated through a second LGM identity (maybe a manager or a higher-up).
Once you have this setup properly, your campaigns will be running smoothly! It is a system that works remarkably well for those who don’t necessarily answer or engage with messages.

Expert Tip 🧠
If your audiences are on LGM and you don’t use an ATS, you can do this simply by adding the block “Add to audience” in your sequence. From there, you take the same steps in order to reactivate the candidates.
Step 4: Campaign Analysis:
As with any outreach sequence, be it prospecting or recruitment, you have to analyze the effectiveness of your campaign. This is done by running some basic analytics in La Growth Machine and looking at the results.
Here are Morgane’s results with the above sequence:

A 40% reply rate is very impressive. According to Morgane, this is due mainly to:
- The multichannel aspect of La Growth Machine: The fact that you can switch to another channel once the first one doesn’t work is simply too good to ignore.
- The ability to customize your messages: You can tailor your messages according to the person you’re talking to and get a much better response rate.
This makes it very easy for recruiters like Morgane who are trying to hire the best people as quickly as possible!
Final Thoughts:
To close out this guide, here’s what we have to say about what works for us when it comes to automating your recruitment:
AB testing is key in any recruitment strategy! Play around and experiment with different workflows, different copywriting, different channels, etc. What works for one audience may not work for the next!
Testimonial 🔍
Upon joining Folk, I recognized the need to target experienced engineers through tailored campaigns.
Crafting highly personalized emails became paramount to grab attention. Though time-intensive, I managed several successful campaigns of this nature.
Interestingly, I also tested minimal personalization, even employing placeholders. This demonstrates the effectiveness of well-structured messages and information sharing.
Utilizing redirect links for sharing extensive details, like job descriptions and team dynamics, proved efficient in capturing attention without clutter. By leading candidates to explore the website post-click, we engaged them better.
Moreover, I found reactivating the ‘completed’ candidates with a different identity, like that of a manager, prevented missed opportunities.
Automating messaging is one aspect; however, the time-consuming task remains candidate search. Once a prospective candidate is identified, it’s crucial not to lose the opportunity due to limited outreach.
The versatility of using diverse identities for engagement significantly contributes to successful outcomes.”
Happy recruiting! 🙂
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