In today’s competitive hiring market, catching the attention of top talent on LinkedIn requires more than just sending a message — it demands a message that stands out. With professionals receiving dozens of generic outreach attempts every week, a poorly written InMail is easy to ignore. LinkedIn InMail gives you the rare opportunity to bypass connection barriers and reach high-value candidates directly — but to make it work, your outreach must be strategic, personalized, and timely. Gone are the days of copy-paste recruiting; now, it’s about relevance, authenticity, and creating immediate interest.
To win responses, you need to think like a marketer and act like a relationship-builder. Every line of your InMail — from subject to CTA — should be crafted with the candidate’s mindset in mind. What will catch their eye? What makes them feel seen and valued? In this guide, we’ll walk you through 10 LinkedIn InMail best practices that not only increase your response rates but help you spark real conversations with top-tier professionals. Whether you’re a recruiter, hiring manager, or business leader, these tips will elevate your outreach and help you build better connections on LinkedIn.
What Is LinkedIn InMail?
LinkedIn InMail is a premium messaging feature that lets you reach out directly to LinkedIn users outside your immediate network, unlike the free version which restricts messaging to 1st-degree connections only.
Think of InMail like email — if you have someone’s LinkedIn profile, you can contact them even if you’re not connected.
This feature is included with all LinkedIn Premium plans, but you’ll get a limited number of InMail credits per month, depending on your subscription tier.
LinkedIn InMail Best Practices: 10 Ways to Grab Candidates’ Attention
1. Target Candidates Most Likely to Respond
To boost your InMail response rate, begin by identifying candidates already familiar with your brand or team. Candidates who follow your company, are connected to your employees, or have enabled the “Open to Work” feature tend to engage more. LinkedIn’s Recruiter platform uses AI to highlight candidates most likely to be interested, giving you a strategic advantage from the start. Prioritizing these individuals helps improve outreach efficiency and increases your chances of meaningful conversations. Plus, responding candidates earn you back InMail credits, making your messages more cost-effective. Always use filters and insights before drafting your first message. Smart targeting sets the tone for successful candidate engagement.
- Focus on followers, employee-connected, or “Open to Work” profiles
- Use LinkedIn Recruiter’s “Likelihood of Interest” AI feature
- Recover InMail credits when messages are accepted
2. Craft a Catchy and Personalized Subject Line
Your subject line is your first impression — and possibly your last if it’s dull or generic. Avoid lifeless intros like “Job Opportunity” or “Hiring for XYZ Role,” which top candidates often ignore. Instead, craft short, intriguing lines that hint at personalization and value. Think about what would make you click if you were the recipient. A subject like “Hi from a fellow Data Nerd” or “Loved your DevCon23 talk!” grabs attention fast. It humanizes your message and increases open rates, especially among passive candidates. Keep it under 50 characters and try to spark curiosity without being clickbaity.
- Make it short, personalized, and curiosity-driven
- Avoid generic job-related subject lines
- Use shared traits, interests, or events for relevance
3. Leverage Mutual Connections to Build Trust
Mutual connections are a powerful way to create instant familiarity and credibility. Referencing a shared connection or former employer boosts InMail response rates by up to 27%, according to LinkedIn. Before reaching out, scan for colleagues or mutual connections who can add weight to your message. Mentioning them can make candidates feel more confident in opening up to you. Even endorsements or recommendations from common contacts can serve as conversation starters. If no connections are shared, look for familiar groups or industries. Any link that builds common ground improves candidate trust and interest.
- Mention shared connections or former employers up front
- Highlight people who’ve endorsed or recommended them
- Use industry overlap if direct connection isn’t available
4. Personalize Every InMail Message You Send
Generic InMails are easy to ignore, especially for top-tier talent used to receiving dozens of messages. Tailored messages based on the candidate’s profile, experience, or even hobbies significantly boost reply rates. LinkedIn reports show that personalization can increase InMail acceptance by up to 40%. Mention a recent blog post, a side project, or an award they’ve won. Demonstrating genuine interest makes your message feel more authentic. LinkedIn Recruiter also offers AI-assisted personalized messaging, which can speed up this process without losing that custom touch. Take the time to personalize — it’s always worth it.
- Reference their content, background, or achievements
- Avoid generic templates or copy-pasted content
- Use AI tools for quick, relevant personalization
5. Highlight What Makes the Candidate Stand Out
Make your candidate feel valued by explaining why they caught your eye. Skip vague praise like “great profile” and instead mention specific projects, skills, or achievements. People are more likely to respond when they feel seen and appreciated. Align their strengths with your opportunity — for example, if they led a major UX overhaul, mention how your team needs someone with that expertise. Be genuine, not flattery-driven, and avoid exaggeration. The key is relevance and detail that shows you’ve done your homework. Recognition builds trust and increases reply rates.
- Mention one or two specific skills or accomplishments
- Connect those traits to the role you’re offering
- Avoid generic compliments like “impressive profile”
6. Explain the Candidate’s Potential Benefits
Top candidates are selective, so your InMail should immediately convey what’s in it for them. Highlighting role perks like flexible work, career growth, or compensation can pique curiosity. Tailor your pitch to today’s candidate priorities — work-life balance, remote options, and learning opportunities rank highest. Use 1–2 sentences to touch on these benefits, but keep it brief. Avoid overloading with job details; you’re not trying to close a deal, just start a conversation. Make it enticing enough for them to reply and ask for more. Always keep the candidate’s interests front and center.
- Highlight flexible work, growth, or compensation perks
- Reference values aligned with the candidate’s goals
- Keep benefit mentions short and curiosity-driven
7. Offer Clear and Simple Next Steps
Don’t leave candidates guessing what to do next — always include a friendly call to action. Suggest a quick intro call, or ask when they’d be available for a brief chat. You can even drop a calendar link or propose two time slots to reduce friction. Be polite and acknowledge their time constraints, especially if they’re currently working. A respectful, low-pressure tone gets better results. Most InMail responses arrive within 24 hours if the message is clear and actionable. Guide the candidate to their next step without sounding pushy or robotic.
- Include one clear next step, like a quick call
- Offer your availability or a scheduling link
- Use a friendly, professional tone without pressure
8. Keep InMails Short and Engaging
When it comes to InMails, brevity wins. LinkedIn data reveals messages under 400 characters receive 22% more responses. Avoid long paragraphs that feel like mini résumés or job descriptions. Instead, focus on sparking interest with concise, benefit-focused language. Say just enough to get a reply — no need to explain everything up front. Use bullet points, spacing, or short sentences to enhance readability. Remember, a candidate scanning your message on mobile will appreciate your brevity. Respect their time and attention with sharp, clear writing.
- Aim for 300–400 characters max per message
- Avoid info-dumping or detailed job specs
- Use formatting for easy reading (spacing, bullets)
9. Time Your Outreach Strategically
When you send your message matters just as much as what you say. InMails sent Sunday through Thursday have higher open and reply rates. Messages sent on Fridays and Saturdays typically underperform by 4–8%. Sundays, in particular, are underused — only 2% of InMails are sent then, so your message may stand out. Use LinkedIn’s scheduling tools or third-party platforms to time your InMail delivery for optimal results. Avoid Mondays before noon when inboxes are swamped. Strategic timing increases visibility and improves your chance of getting a timely response.
- Send InMails Sunday–Thursday for best results
- Avoid Friday/Saturday when reply rates dip
- Test early-morning or Sunday evening delivery
10. Continuously Test and Refine Your Messaging
Don’t treat your InMail outreach like a one-size-fits-all strategy. What worked six months ago may no longer be effective today. Test different subject lines, tones, benefits, and CTAs to see what resonates. LinkedIn’s research shows that job posts highlighting flexibility, wellness, and culture perform significantly better. Mentioning new perks or company changes can reinvigorate your messaging. Use A/B testing to track what versions get the most replies. Refresh your templates regularly based on performance data and feedback. Your message quality will evolve with each iteration.
- A/B test subject lines, tone, and message length
- Mention perks aligned with current candidate trends
- Update templates quarterly for better performance.
Final Verdict
LinkedIn InMail remains one of the most effective tools for reaching top candidates — but only when used with precision, personalization, and purpose. From targeting the right prospects to crafting subject lines that spark curiosity, every detail matters. The key to successful outreach is to treat your message like a conversation, not a cold pitch. When you make the candidate feel seen, understood, and genuinely valued, you increase your chances of getting a response — and more importantly, building a lasting connection. By following these 10 proven best practices, you’ll not only improve your InMail performance but also gain a powerful edge in today’s competitive talent market.
Frequently Asked Questions (FAQs)
What is LinkedIn InMail and how does it work?
LinkedIn InMail is a premium feature that lets you message people you aren’t connected with. It’s available to LinkedIn Premium users and allows for direct communication with potential candidates or prospects outside your immediate network.
How many InMails can I send per month?
The number of monthly InMail credits depends on your LinkedIn Premium plan. For example, LinkedIn Recruiter Lite typically offers 30 credits, while higher-tier plans provide more.
What’s the ideal length for a LinkedIn InMail message?
InMails under 400 characters perform best, with 22% higher response rates. Keep your message short, relevant, and personalized to maximize effectiveness.
When is the best time to send InMails?
Send your InMails between Sunday and Thursday. Avoid Friday and Saturday, as response rates drop during weekends. Early mornings or Sunday evenings are often optimal.
Do personalized InMails really improve response rates?
Yes — LinkedIn data shows that personalized InMails can boost response rates by up to 40%. Referencing the candidate’s experience, shared connections, or interests significantly improves engagement.
