Recruiter presents a vetted candidate to a client: three evidence-backed highlights, compensation expectations and availability, and a single next step to book the interview.
Hi {{Client contact name}},
I have a candidate for your {{Role title}} opening that I'm confident enough to lead with: {{Candidate name}}, currently {{Current role and company type — kept generic if confidential}}. I've screened them personally against your brief.
Why this candidate:
The practical picture: compensation expectations of {{Compensation expectations}}, available to start {{Availability or notice period}}, based in {{Location and time zone}}, and {{Interview process status — e.g., not yet in other final rounds, so timing favors moving quickly}}.
Their full profile is attached. If the fit looks right, send me two or three interview windows and I'll have them confirmed within a day. If it's a no, tell me what's off — every miss sharpens the next shortlist.
{{Your name}} {{Your title}}, {{Agency or company name}}
Not legal advice
This template is provided for general informational purposes only and is not legal advice. Laws differ by jurisdiction and change over time — have a qualified professional review any document before you rely on it.
Acknowledges a candidate's application with honest timeline expectations, what happens next, and a commitment to respond either way.
Tells a candidate their background screening is starting: the provider, what it covers, the consent step, expected duration, and who to ask about anything sensitive.
Asks for structured feedback on the hiring process after a decision, whatever the outcome: how long it takes, how to access it, how answers are handled, and why it matters.
Honest mid-process update for when timelines slip: the real reason for the delay, a new date, confirmation the candidate is still in the running, and a promise to write again either way.
Acknowledges a candidate withdrawing from the process without friction: thanks them for the heads-up, asks one optional learning question, and leaves the relationship genuinely warm.
First-touch sourcing email for a candidate who isn't job hunting: specific personalization slots, a clear why-you, and a low-friction fifteen-minute ask.