LinkedIn InMail Tips: How to Write Messages That Get Replies

What is an InMail, and when do you use one?

An InMail is a personal message sent through LinkedIn to someone who isn't yet a connection of yours. It's mainly available through LinkedIn Recruiter. You reach for InMails when you want quick contact for an open role, or when you're approaching someone about a position where confidentiality matters. InMails make sense when you need more room than a connection request gives you, and want to name your reason for reaching out straight away.

A connection request with a short note is a lower-key option, but it's not always the right approach. InMails give you more freedom to explain what you're proposing. The flip side is that your tone can easily drift into a sales pitch, which is exactly why keeping your InMail personal and concise matters so much.

How a good InMail is put together

Good InMails scan instantly, especially on mobile. Write clearly and concisely. Find one hook and attach one question to it. Avoid wordy sentences, and structure your message deliberately to build interest.

A practical structure for your InMail

• Subject line: keep it human and relevant to your audience
• Opening: reference something concrete from the profile or a recent activity
• Bridge: connect your role or offer to what the candidate actually cares about
• CTA: ask a clear question, such as "Have you got time for a quick call this week?"

We offer practical writing support with formats and example copy you can put to use right away.

Personalisation starts with profile signals

Relevant InMails start with a detail taken from the profile. Think of a certification, a shared interest in a technology, or a recent post about a project. That immediately shows you've done your homework and aren't sending a template.

An example: "Your article on AI in healthcare caught my eye. Great to see how you translate developments like that into practice." From there, you can build a bridge to your question or proposal. Steer clear of generic openers like "I came across your profile", and your message reads as far more credible and genuine.

Getting the tone and timing right

LinkedIn InMail tips only really work once your tone is friendly and natural. Imagine approaching someone at an industry event. Avoid buzzwords or impersonal stock phrases. Adjust your language to match the candidate's experience and sector.

Candidates tend to read their InMails at quieter moments. In practice, messages sent on Mondays or in the evening tend to get opened more often. Test within your team which timing works for your audience, and build that into your routine.

Sending effective follow-ups

No reply to your first InMail? Send one or two follow-up messages. Pick a new angle each time. Use a recent like or post from the candidate as your hook, for example. Acknowledge the silence, something like: "No worries if you're busy. Just let me know if it sounds interesting."

Never repeat your earlier message word for word. Your goal is to stay relevant in a different way each time. Respect, too, that no reply is itself a choice. Keep follow-ups short, friendly and tied to context.

What works (and what doesn't): lessons from practice

Most recruiters measure the effect of their InMails through response rates. Look at open and reply rates to work out what's working. One thing stands out: messages with one clear CTA outperform generic invitations. Go for something concrete, such as: "Free on Thursday? I'd love to walk you through it briefly."

Within teams, you can collect copy that performs well and reuse it. That lifts quality and saves time. This case study shows exactly how that plays out in practice.

Checklist for what works

• Use concrete profile signals
• Stick close to natural speech and avoid template language
• Make your CTA show exactly what you're asking
• Follow up with a new hook, not a repeat
• Use team data such as open and click rates to keep improving

InMails in the wider flow from sourcing to conversation

An InMail is often the second or third touchpoint. First, you shortlist someone. Then you send an InMail, followed by a possible follow-up message. Picking the right moment depends on profile activity, a new role, or interaction with other outreach attempts.

This kind of approach avoids duplicate messages and gives your communication real structure. In our overview on making your workflow smarter, we show how to automate this approach without losing any personality.

Consistency strengthens the way your team works

Work within a recruitment team, and it matters to stay aligned on tone and structure. Candidates then recognise your team's style and experience less friction. Share strong formulations, well-built opening lines and CTAs that have delivered results.

That's how you build a consistent style with real room left for genuine personality. It also makes it far easier to measure results and share them across the team-wide approach.