Request for Cold Outreach Email Automation Template Using Lemlist and Clay

Ali M. · 2025-09-22 06:22:40.964991+00

Hey guys, does anyone have a template for a working cold outreach email automation to get signups using lemlist and clay? TIA

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Request for Cold Outreach Email Automation Template Using Lemlist and Clay | Clay

7 comments

Shashwat J.
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Nicolas G. Would you have anything handy for CX?
Shashwat J.
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Looking to solve for similar use-case but for AI first Customer Support product.
Ali M.
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Thank you Nicolas G. will try this out!
Nicolas G.
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So because I'm not familiar with your industry I took time with Ai to list what I understood from it, then to craft emails that would have help to generate signup. (Knowing that generating signup to a product from unaware audience can be tough, and require often a strong "magnet" for that). 10 key features/benefits (2+ sentences each):
1.
Automated Candidate Vetting – Saves TA teams hours per week by pre-screening resumes, profiles, and assessments, ensuring only qualified candidates reach interviews.
2.
Bias-Free Screening – AI removes unconscious bias in hiring, helping HR leaders meet diversity and inclusion goals while still selecting the best-fit talent.
3.
Scalable Hiring – Handles hundreds of applicants at once without burning out recruiters, making it easier to scale during high-volume hiring seasons.
4.
Faster Time-to-Hire – Cuts screening cycles from weeks to days, helping businesses secure top talent before competitors do.
5.
Quality of Hire – Matches candidates not just on skills but also on role fit, reducing turnover and improving long-term retention.
6.
Cost Efficiency – Reduces recruiter workload and external agency reliance, freeing budget for other HR initiatives.
7.
Data-Driven Insights – Provides structured analytics on candidate pools, improving hiring decisions with evidence instead of gut feeling.
8.
Compliance-Friendly – Ensures hiring practices remain legally defensible with structured, transparent evaluations.
9.
Customizable Vetting Criteria – Lets TA teams define what “qualified” means for their unique roles, industries, and company cultures.
10.
Candidate Experience – Smooth, quick vetting process improves candidate satisfaction, which boosts employer branding.
For team with high growth rate: Email #1 subject: resume overload Hi {{firstName}}, noticed your team is scaling fast. Most TA managers still manually screen resumes. That often means hours lost shortlisting, while top candidates slip away. Hiring bottlenecks usually trace back to early-stage screening. Would it help if I shared how one SaaS HR lead cut screening time by 72% — and still kept quality high? Email #2 subject: hiring bias Hi {{firstName}}, I saw your team is hiring in multiple regions. Usually, recruiters rely on quick filters or gut feel to shortlist candidates. That can make diversity goals harder to hit, and bias can creep in. Many teams find this stems from inconsistent vetting criteria. Want to see how another TA manager improved DEI hiring — without slowing down the process? Best, Email #3 subject: slow cycles Hi {{firstName}}, noticed you’re competing for tech talent. Most HR teams take 2–3 weeks just to move candidates past first-round vetting. That delay often means top candidates accept faster offers elsewhere. The real culprit is manual screening steps that drag out time-to-hire. Can I show you how one SaaS HR lead sped up early vetting — and reduced drop-offs by 38%? Best, _____ Email #1 subject: wrong hires Hi {{firstName}}, saw you’re scaling across departments. Most TA teams rely on short interviews to assess fit. Want me to share how a SaaS HR lead reduced early turnover by 21% with structured vetting? Best, Email #2 subject: recruiter fatigue Hi {{firstName}}, looks like your team’s managing high applicant volumes. Most recruiters spend hours repeating the same early checks. Want to see how another HR lead freed up 40% recruiter time in peak hiring season? Best, Email #3 subject: agency spend Hi {{firstName}}, I noticed your company partners with recruiters. Many HR teams lean on agencies to handle candidate vetting. Can I share how one TA lead cut external fees by 60% with automated screening? Best, __ On that I would add a loom video to make it more visual and share more explicitly what they'll found into the app. Also you'll be able to use Clay to find which company are hiring fast and also to push personalization per industry (better reply rate expect from it) __ This are the format of email that I used to send for different industry and they're performing quite well if personalization + target is relevant
Ali M.
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Nicolas G.
Ali M.
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·
It's is an AI recruitment vetting product for TA and HRs
Nicolas G.
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·
Hi Ali, can you share also what is your product/ audience? To avoid sharing generic templates that will probably not work?

Loading comments

Shashwat J.
·
·
Nicolas G. Would you have anything handy for CX?
Shashwat J.
·
·
Looking to solve for similar use-case but for AI first Customer Support product.
Ali M.
·
·
Thank you Nicolas G. will try this out!
Nicolas G.
·
·
So because I'm not familiar with your industry I took time with Ai to list what I understood from it, then to craft emails that would have help to generate signup. (Knowing that generating signup to a product from unaware audience can be tough, and require often a strong "magnet" for that). 10 key features/benefits (2+ sentences each):
1.
Automated Candidate Vetting – Saves TA teams hours per week by pre-screening resumes, profiles, and assessments, ensuring only qualified candidates reach interviews.
2.
Bias-Free Screening – AI removes unconscious bias in hiring, helping HR leaders meet diversity and inclusion goals while still selecting the best-fit talent.
3.
Scalable Hiring – Handles hundreds of applicants at once without burning out recruiters, making it easier to scale during high-volume hiring seasons.
4.
Faster Time-to-Hire – Cuts screening cycles from weeks to days, helping businesses secure top talent before competitors do.
5.
Quality of Hire – Matches candidates not just on skills but also on role fit, reducing turnover and improving long-term retention.
6.
Cost Efficiency – Reduces recruiter workload and external agency reliance, freeing budget for other HR initiatives.
7.
Data-Driven Insights – Provides structured analytics on candidate pools, improving hiring decisions with evidence instead of gut feeling.
8.
Compliance-Friendly – Ensures hiring practices remain legally defensible with structured, transparent evaluations.
9.
Customizable Vetting Criteria – Lets TA teams define what “qualified” means for their unique roles, industries, and company cultures.
10.
Candidate Experience – Smooth, quick vetting process improves candidate satisfaction, which boosts employer branding.
For team with high growth rate: Email #1 subject: resume overload Hi {{firstName}}, noticed your team is scaling fast. Most TA managers still manually screen resumes. That often means hours lost shortlisting, while top candidates slip away. Hiring bottlenecks usually trace back to early-stage screening. Would it help if I shared how one SaaS HR lead cut screening time by 72% — and still kept quality high? Email #2 subject: hiring bias Hi {{firstName}}, I saw your team is hiring in multiple regions. Usually, recruiters rely on quick filters or gut feel to shortlist candidates. That can make diversity goals harder to hit, and bias can creep in. Many teams find this stems from inconsistent vetting criteria. Want to see how another TA manager improved DEI hiring — without slowing down the process? Best, Email #3 subject: slow cycles Hi {{firstName}}, noticed you’re competing for tech talent. Most HR teams take 2–3 weeks just to move candidates past first-round vetting. That delay often means top candidates accept faster offers elsewhere. The real culprit is manual screening steps that drag out time-to-hire. Can I show you how one SaaS HR lead sped up early vetting — and reduced drop-offs by 38%? Best, _____ Email #1 subject: wrong hires Hi {{firstName}}, saw you’re scaling across departments. Most TA teams rely on short interviews to assess fit. Want me to share how a SaaS HR lead reduced early turnover by 21% with structured vetting? Best, Email #2 subject: recruiter fatigue Hi {{firstName}}, looks like your team’s managing high applicant volumes. Most recruiters spend hours repeating the same early checks. Want to see how another HR lead freed up 40% recruiter time in peak hiring season? Best, Email #3 subject: agency spend Hi {{firstName}}, I noticed your company partners with recruiters. Many HR teams lean on agencies to handle candidate vetting. Can I share how one TA lead cut external fees by 60% with automated screening? Best, __ On that I would add a loom video to make it more visual and share more explicitly what they'll found into the app. Also you'll be able to use Clay to find which company are hiring fast and also to push personalization per industry (better reply rate expect from it) __ This are the format of email that I used to send for different industry and they're performing quite well if personalization + target is relevant
Ali M.
·
·
Nicolas G.
Ali M.
·
·
It's is an AI recruitment vetting product for TA and HRs
Nicolas G.
·
·
Hi Ali, can you share also what is your product/ audience? To avoid sharing generic templates that will probably not work?