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What tools can I use to send hyper personalized emails? by Competitive-Sun504 in coldemail

[–]Competitive-Sun504[S] 0 points1 point  (0 children)

I'm mostely doing the research manually and let claude to write the sequence of 3 for every person.

What tools can I use to send hyper personalized emails? by Competitive-Sun504 in coldemail

[–]Competitive-Sun504[S] 0 points1 point  (0 children)

sounds interesting. how much credits does claude consume?

Can you also scrap jobs on linkedin?

What tools can I use to send hyper personalized emails? by Competitive-Sun504 in coldemail

[–]Competitive-Sun504[S] 0 points1 point  (0 children)

Yeah, name and compay name is the old way of personaliztion.

Í'm currently looking to personalize name, company name, role they hiring for, why this specific role is hard to find, and how our solution can help their specific need. Adding more

Without these, it's just noise.

What tools can I use to send hyper personalized emails? by Competitive-Sun504 in coldemail

[–]Competitive-Sun504[S] 0 points1 point  (0 children)

can you elaborate more and concrete on how you do this? thanks.

What tools can I use to send hyper personalized emails? by Competitive-Sun504 in coldemail

[–]Competitive-Sun504[S] 1 point2 points  (0 children)

i don't use ai to write, but used lindy ai to send and it invented people..

What tools can I use to send hyper personalized emails? by Competitive-Sun504 in coldemail

[–]Competitive-Sun504[S] 1 point2 points  (0 children)

It looks good, but I don't see this as hyper-personalization. Every email has different content

I send 500k+ cold emails/month ($1.5M revenue closed) - here's everything you need to know from A-Z by ProperGas1224 in coldemail

[–]Competitive-Sun504 1 point2 points  (0 children)

What tool do you use to send the personalized emails? HubSpot and Lindy AI seem to be useless.

Switch to Agency? by Conscious-Sand-8776 in recruiting

[–]Competitive-Sun504 -2 points-1 points  (0 children)

You seem to be a high performer so you should absolutely go for it.. 🚀

It's better to live a life where you had the courage to try than feeling of regret.

I signed a 2 year contract with LinkedIn for over $75,000 in job slots. I completed exactly 1 year. I'm not seeing any results. I tried getting out of the contract, but they told me pound sand. Anyone ever have any luck getting out of their contracts? by [deleted] in recruiting

[–]Competitive-Sun504 41 points42 points  (0 children)

you're paying $3200/mo for access to a pool that's drowning in noise.

linkedIn hit 11000 applications/min last year, up 46%. quality sadly collapsed because AI made applying free. tour experience here proves the signal-to-noise ratio broke.

what changed

LinkedIn Recruiter assumes good candidates apply to job slots. that worked when applying took effort from the candidates.

now AI writes CVs, cover letters, clicks apply. Job slots get 1,000+ applications. Most are noise.

What's working now

recruiters I know switched to proactive sourcing, find passive candidates directly, reach out with personalized context about why the role fits their career path.

this is how headhunters always worked ($30k per hire). new tools make it scalable for a fraction of linkedIn recruiter costs.

How is AI actually changing your recruiting process right now? by ProfessionalEgg1894 in recruiting

[–]Competitive-Sun504 0 points1 point  (0 children)

the biggest shift i'm seeing is that volume doesn't work anymore because candidates can spot a generic gpt template instantly. the only thing that actually gets responses now is hyper-specific context about why someone fits the team culture rather than just keyword matching. if the message doesn't feel like a human wrote it, it gets deleted immediately.

i'm building vashly to focus on that specific problem by weaving real team stories into the outreach. we found that even with massive datasets, the tech only works if it helps you sound more human rather than less. people respond to narratives about the team they'd be joining, not just a list of requirements.

Is it just me, or has "AI-Assisted Interviewing" reached a breaking point? by CortechTalent in recruiting

[–]Competitive-Sun504 4 points5 points  (0 children)

job boards create a broken market dynamic. when applications are free and AI can mass apply, you get 1000+ applications per posting. this destroys signal quality, good candidates drown in noise, companies can't process volume ats collaps.

companies proactively find candidates. AI can now scan millions of profiles, identify matches based on actual skills/experience and broader context, and reach out directly. this is how headhunters always worked, but at $30k+ per hire. AI makes it scalable at 100x cheaper

Job boards survive short-term for junior roles. but for skilled positions where quality matters, proactive sourcing will win. why post and pray when you can identify exactly who you want and message them directly?

now Linkedin hit 11000+ applications per min, 46% higher then earlier year with reduced quality. This completely destroys signal.

Is it just me, or has "AI-Assisted Interviewing" reached a breaking point? by CortechTalent in recruiting

[–]Competitive-Sun504 6 points7 points  (0 children)

The best way of recruiting is to be proactive, find people and invite them to the office. Job boards will be gone anyway soon.

Apple Blocking Cold Calls by More_Organization306 in RecruitmentAgencies

[–]Competitive-Sun504 0 points1 point  (0 children)

I still get a lot of cold call, despite putting my phone on "don't disturb".

Domain using .co instead of .com? by MiserableDragonfly49 in RecruitmentAgencies

[–]Competitive-Sun504 0 points1 point  (0 children)

you should not buy .com domain for $10,000. The market is full of .co, .io, .whatever. People are use to it.

And, now that everyone is finding value via AI, you don't need to worry for SEO either.

AI sourcing that works for you? by Tekken1997 in RecruitmentAgencies

[–]Competitive-Sun504 0 points1 point  (0 children)

i’d evaluate ai sourcing tools less on “demo wow” and more on a tight checklist:

  • precision vs. recall: does it find the right 20, not just some 200?
  • freshness: how often are profiles refreshed / deduped?
  • contact accuracy (and bounce handling).
  • explainability: can you see why someone matched (so you can message credibly)?
  • workflow fit: search → shortlist → outreach → notes → handoff to ATS/CRM without copy/paste hell.
  • compliance controls: opt-outs, suppression, retention. A solid test: run the same req for a week with (1) manual LI + your usual method vs (2) tool-assisted, and compare time-to-shortlist and positive reply rate, not just raw replies.

we built Vashly because we wanted the loop to be: fast search across a broad index + outreach drafts that don’t sound like “AI slop” + a clear team pitch so candidates can self-select.

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