Cold Outreach Email Sequences
Version: 1.1 | Last Updated: Nov 2025 | 7 Complete Sequences
Sequences Included:
- Sequence A: HR Leaders (Engagement Focus)
- Sequence B: Change Management (OCM Focus)
- Sequence C: Recruiting Leaders
- Sequence D: IT Service Desk
- Sequence E: Sales Leaders
- Sequence F: Learning & Development Leaders
- Sequence G: GRC & Compliance Leaders
Sequence A: HR Leaders (Engagement Focus)
Email 1: Initial Outreach (Day 1)
Subject: Quick question about employee engagement at [COMPANY]
Hi [FIRST_NAME],
I noticed [COMPANY] recently [TRIGGER: hired 50+ people / announced expansion / posted about culture]. Congrats!
Quick question: How are you currently measuring and improving employee engagement?
I ask because we work with companies like [SIMILAR COMPANY] to boost engagement scores by 40-60% using behavioral science and gamification. The results are backed by research from Microsoft (90% productivity gains) and IBM (226% training completion improvement).
Worth a 15-minute conversation?
Best, [YOUR NAME]
P.S. We're privacy-first - we don't track or sell employee data like other platforms.
Email 2: Value-Add Follow-Up (Day 3)
Subject: Employee engagement benchmark data
Hi [FIRST_NAME],
Quick follow-up - wanted to share something useful even if we don't end up working together.
I put together a benchmark report on employee engagement in [INDUSTRY]. Key finding: companies with engagement scores above 75% have 25-40% lower voluntary turnover.
Here's the report: [LINK]
If you're open to discussing how [COMPANY] compares to these benchmarks, I have 15 minutes this week.
Best, [YOUR NAME]
Email 3: Case Study (Day 7)
Subject: How [SIMILAR COMPANY] reduced turnover by 30%
[FIRST_NAME],
Thought you'd find this interesting:
[SIMILAR COMPANY] was struggling with 22% annual turnover. They implemented gamification (XP systems, achievements, career progression visibility) and reduced turnover to 15% within 6 months.
The math: At 500 employees with $75k average salary, that saved them $1.2M annually in replacement costs.
Would something similar work for [COMPANY]?
Happy to do a quick call if you're curious.
[YOUR NAME]
Email 4: Breakup Email (Day 14)
Subject: Should I close your file?
Hi [FIRST_NAME],
I've reached out a few times but haven't heard back - totally understand you're busy!
Before I close your file, one last question:
If you could wave a magic wand and fix ONE thing about employee engagement at [COMPANY], what would it be?
If it's something we can help with, let's talk. If not, I'll stop bugging you 😃
[YOUR NAME]
Sequence B: Change Management (OCM Focus)
Email 1: Initial Outreach
Subject: [COMPANY]'s [CHANGE INITIATIVE] rollout
Hi [FIRST_NAME],
I saw that [COMPANY] is [rolling out new ERP / going through digital transformation / implementing hybrid work].
Quick question: What's your strategy for driving employee adoption and reducing resistance?
I ask because 70% of change initiatives fail due to employee resistance. We've helped companies like [SIMILAR COMPANY] increase adoption rates from 45% to 85% within 60 days using gamification and behavioral science.
Worth exploring?
Best, [YOUR NAME]
Email 2: Research Insight
Subject: Why 70% of change initiatives fail
[FIRST_NAME],
Following up on my note about [COMPANY]'s [CHANGE INITIATIVE].
I just read this fascinating study from McKinsey: 70% of change programs fail, and the #1 reason is employee resistance.
The good news? Companies using behavioral gamification see 40-60% improvement in adoption rates. We make change visible, rewarding, and intrinsically motivating.
15-minute call to discuss how this applies to [CHANGE INITIATIVE]?
[YOUR NAME]
Sequence C: Recruiting Leaders
Email 1: Initial Outreach
Subject: Hitting recruiting targets at [COMPANY]
Hi [FIRST_NAME],
How are your recruiters tracking toward their hiring targets this quarter?
I ask because we work with talent acquisition teams to increase quota attainment by 20-30% through gamification. Recruiters earn XP for calls, interviews, and placements - creating visibility and motivation around pipeline activity (not just closed reqs).
Companies like [SIMILAR COMPANY] reduced their average time-to-fill by 18 days using our platform.
15 minutes to explore if this would work for [COMPANY]?
Best, [YOUR NAME]
Email 2: Pain Point Focus
Subject: The invisible recruiter productivity problem
[FIRST_NAME],
Most recruiting teams have an invisible productivity problem:
You track lagging indicators (placements) but not leading indicators (calls made, interviews scheduled, candidate screenings).
By the time you realize a recruiter is off-track, it's too late to hit monthly targets.
We solve this by gamifying pipeline activity with real-time leaderboards and daily objectives. Recruiters see exactly where they stand and what it takes to hit quota.
Want to see how this works?
[YOUR NAME]
Sequence D: IT Service Desk
Email 1: Initial Outreach
Subject: [COMPANY]'s CSAT scores
Hi [FIRST_NAME],
Quick question about your IT service desk:
What are your current CSAT scores, and how are you working to improve them?
I ask because we help service desk teams increase CSAT by 15-25% through gamification. Agents earn XP for high ratings, first-call resolution, and knowledge base contributions.
Result: Better customer satisfaction AND reduced agent burnout/turnover.
Worth a quick conversation?
[YOUR NAME]
Email 2: Agent Retention Focus
Subject: Service desk turnover costs
[FIRST_NAME],
Did you know the average annual turnover rate for service desk agents is 35-40%?
At [COMPANY SIZE] with [ESTIMATED AGENT COUNT] agents, that's probably costing you $[ESTIMATED COST] annually in recruiting and training.
We've helped service desk teams reduce turnover by 25-35% by making the work more rewarding through gamification (leaderboards, achievements, daily wins).
15-minute call to discuss your turnover numbers?
[YOUR NAME]
Sequence E: Sales Leaders
Email 1: Initial Outreach
Subject: Sales quota attainment at [COMPANY]
Hi [FIRST_NAME],
What percentage of your sales team is hitting quota this quarter?
If it's below 60%, you're not alone - that's the industry average. But it doesn't have to be.
We help sales teams boost quota attainment by 20-30% through gamification. Reps earn XP for pipeline activity (calls, demos, proposals) - not just closed deals. This creates visibility into leading indicators and sustained motivation.
Want to see how [SIMILAR COMPANY] went from 58% to 78% quota attainment in 6 months?
[YOUR NAME]
Email 2: New Rep Ramp Time
Subject: New sales rep ramp time
[FIRST_NAME],
How long does it take your new sales reps to reach full productivity?
Industry average is 6-9 months. That's a lot of base salary with no return.
We've helped sales teams cut ramp time to 4-5 months using gamified onboarding quests and micro-learning. New reps complete structured learning paths with immediate XP rewards and clear milestones.
Could this work for [COMPANY]?
[YOUR NAME]
Sequence F: Learning & Development Leaders
Email 1: Initial Outreach
Subject: Training completion rates at [COMPANY]
Hi [FIRST_NAME],
What percentage of your employees complete mandatory training on time?
If it's below 70%, you're not alone - that's the industry average for compliance training. But IBM research shows gamification can increase completion rates by 226%.
We've helped L&D teams at [SIMILAR COMPANY] boost training completion from 45% to 92% using learning path quests, micro-learning, and achievement systems.
Worth a 15-minute conversation?
[YOUR NAME]
Email 2: Knowledge Retention Challenge
Subject: Knowledge retention after training
[FIRST_NAME],
Quick question: How much of your training content do employees actually retain 30 days later?
Most L&D teams struggle with this. Employees complete courses, pass quizzes, then forget everything within weeks.
We solve this with spaced repetition, micro-learning (3-7 minute lessons), and gamified reinforcement. IBM research shows 694% improvement in exam pass rates.
Could this work for [COMPANY]'s training programs?
[YOUR NAME]
Email 3: ROI Case Study
Subject: How [SIMILAR COMPANY] cut training costs 40%
[FIRST_NAME],
Thought you'd find this interesting:
[SIMILAR COMPANY]'s L&D team was spending $500K annually on training with poor completion rates and high repeat training costs.
They implemented gamified learning paths and micro-learning. Results:
- 226% increase in course completions
- 30-40% faster time-to-competency
- $200K annual savings from reduced training waste
The math: Higher completion = less repeat training = lower costs.
Want to see how this could work for [COMPANY]?
[YOUR NAME]
Email 4: Breakup Email
Subject: Closing your file
Hi [FIRST_NAME],
I've reached out a few times but haven't heard back - totally understand!
Before I close your file, one last question:
If you could fix ONE thing about employee training at [COMPANY], what would it be?
If it's completion rates, retention, or time-to-competency, let's talk. If not, I'll stop bugging you 😃
[YOUR NAME]
Sequence G: GRC & Compliance Leaders
Email 1: Initial Outreach
Subject: Compliance attestation rates at [COMPANY]
Hi [FIRST_NAME],
What percentage of your employees complete policy attestations on time?
Most GRC teams struggle with late attestations, reactive risk management, and compliance fatigue. But gamification can transform this.
We've helped compliance teams at [SIMILAR COMPANY] increase on-time attestation rates from 65% to 95% using objectives, achievements, and team quests.
Worth a quick call to discuss?
[YOUR NAME]
Email 2: Audit Preparation Challenge
Subject: Audit preparation stress
[FIRST_NAME],
How much time does your team spend scrambling before audits?
Most GRC teams are reactive - they discover gaps during audits instead of proactively identifying and remediating risks.
We gamify audit preparation with team quests like "Zero Findings Campaign" and proactive risk identification achievements. Microsoft research shows 90% productivity gains when compliance work is gamified.
Could this reduce audit stress at [COMPANY]?
[YOUR NAME]
Email 3: Invisible Compliance Work
Subject: Recognition for compliance excellence
[FIRST_NAME],
Quick observation: Compliance work is thankless.
Employees who excel at policy compliance, risk identification, and control testing receive zero recognition. Meanwhile, laggards face minimal consequences.
We fix this with leaderboards, achievements, and XP systems that make compliance excellence visible and rewarding. Result: 226% improvement in training completion, 83% proactive risk identification.
Want to see how [SIMILAR COMPANY] transformed their GRC culture?
[YOUR NAME]
Email 4: Breakup Email
Subject: Should I close your file?
Hi [FIRST_NAME],
I've reached out a few times about gamifying your GRC program but haven't heard back - no worries!
Before I close your file, one last question:
If you could fix ONE thing about compliance at [COMPANY], what would it be?
If it's late attestations, reactive risk management, or audit findings, let's talk. If not, I'll stop bugging you 😃
[YOUR NAME]
General Email Templates
Demo Follow-Up
Subject: Thanks for the demo - PulsePlus next steps
Hi [FIRST_NAME],
Great connecting today! Here's what we covered:
Your Challenges:
- [PAIN POINT 1]
- [PAIN POINT 2]
How PulsePlus Helps:
- [SOLUTION 1]
- [SOLUTION 2]
Projected ROI:
- [METRIC]: [IMPROVEMENT %]
- [COST SAVINGS]: $[AMOUNT] annually
Next Steps:
- [ACTION ITEM 1 - with deadline]
- [ACTION ITEM 2 - with deadline]
I'll send over the proposal by [DATE]. In the meantime, here's the demo recording: [LINK]
Questions? Hit reply or grab time on my calendar: [CALENDAR LINK]
Best, [YOUR NAME]
Proposal Follow-Up (Day 2)
Subject: PulsePlus proposal - quick question
Hi [FIRST_NAME],
Just wanted to make sure you received the proposal I sent on [DATE].
Have you had a chance to review? Any questions or concerns I can address?
Happy to jump on a quick call to walk through anything.
Best, [YOUR NAME]
Went Dark Reactivation
Subject: Should we reconnect?
Hi [FIRST_NAME],
We spoke a few months ago about employee engagement at [COMPANY], but timing wasn't right.
A lot has changed since then:
- We've added [NEW FEATURE]
- We now integrate with [NEW INTEGRATION]
- We have new case studies in [THEIR INDUSTRY]
Worth reconnecting for 15 minutes to see if it makes sense now?
Best, [YOUR NAME]
Email Best Practices
✅ DO:
- Personalize with company research
- Lead with value, not features
- Keep under 150 words
- Include one clear CTA
- Reference social proof (similar companies)
- A/B test subject lines
❌ DON'T:
- Send generic templates
- Write long paragraphs
- Include multiple CTAs
- Use salesy language
- Overuse exclamation points!!!!
Personalization Tokens
[FIRST_NAME]- Prospect first name[COMPANY]- Company name[INDUSTRY]- Their industry[SIMILAR_COMPANY]- Competitor or similar company you work with[TRIGGER]- Recent company news/event[PAIN_POINT]- Specific challenge they face[YOUR_NAME]- Your name[CALENDAR_LINK]- Your Calendly/scheduling link
Document Owner: Sales Enablement Review: Monthly based on response rates