Make it role-specific, proof-backed, and low-friction: why them, why this, why believe it, what next.

Most outreach fails because it’s generic and high-friction. Reference something real about the person, then pitch a specific “why this role” hook (impact/ownership), plus 1–2 proof points that reduce risk (team, growth, standards, outcomes). Keep the ask simple (“Worth a 10-min chat?”) and offer two time windows. Also: match the message to the candidate’s likely job-to-be-done (growth, stability, flexibility, mastery). Outreach is conversion copy—your goal is to make the decision easy for the right person.