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Dream 100 Email Sequence
Send Email 1 to 10 contacts daily for 10 days, and then move on to the next email.
Adapt any words in bold and italics for your own sector.
Use the emails verbatim or use as inspiration to generate your own content
Email 1: The Retention Reality Check
Subject: Why accept normal retention rates?
Hi [First Name],
After xx years across multiple commercial environments, I've observed something fascinating:
technical skills vary by industry, but people dynamics remain remarkably consistent.
Companies accepting 70-75% retention as "normal" are actually accepting 25-30% failure built
into their business model.
Through my recruitment company’s three-level assessment methodology, we consistently
achieve first-year retention rates of 96% instead of the industry standard.
The question: If you wouldn't accept 70% achievement in quality or safety metrics, why accept
it in recruitment ?
Worth a brief conversation about your current retention challenges?
Kind regards
Email 2: The Hidden Cost of Turnover
Subject: The hidden cost of turnover
Hi [First Name],
A manufacturing CEO recently asked me: "{Name}, what's the real cost of accepting normal
turnover rates?"
The economics are sobering: A bad hire typically costs 3.5 times their annual salary. For most
mid-sized businesses, that translates to over two and a half million annually in unnecessary
costs.
But the real damage isn't just direct costs, it's damaged team morale, lost institutional
knowledge, and reputational impacts.
My experience growing a {business} taught me this lesson: despite strong performance
metrics, our success was completely dependent on retention.
That formative experience is why I now implement our three-level assessment approach.
Curious how this applies to your specific industry challenges?
Kind regards
Email 3: Beyond Skills Matching
Subject: Beyond Skills Matching: The assessment level that changes everything
Hi [First Name],
Most hiring processes focus on Level 1 (appearance, presentation) and Level 2 (skills,
experience, credentials).
But the real game-changer is Level 3 assessment, which is focused on understanding what
candidates WILL do once you hire them: their attitudes, self-motivation, stability, judgment, and
learning aptitude.
This is where 20-30% of hires typically fail post-employment.
They have the skills but lack the deeper characteristics for long-term success.
Organisations achieve 96% first-year retention by assessing all three levels pre-employment,
not hoping level 3 works out after hiring.
Is your current process capturing these critical level 3 factors?
Would love to share ideas with you.
Kind regards
Email 4: What Top Teams Have in Common
Subject: What top teams have in common
Hi [First Name],
Across diverse manufacturing environments, one pattern emerges consistently: the teams that
excel aren't necessarily led by the most technically skilled managers.
They're led by people who authentically connect with their teams while driving measurable
results.
These leaders understand that people dynamics remain consistent even when technical
requirements vary dramatically. They create environments where talented individuals can see
how their work connects to something meaningful.
With your experience in [their industry], you've likely seen this pattern too.
Are you systematically developing this kind of authentic leadership capability?
Would appreciate your thoughts on this topic.
Kind regards
Email 5: Treating Talent Like Any Other KPI
Subject: Treating talent like any other KPI
Hi [First Name],
During cross-functional strategic planning sessions across organisations, I've noticed a common
pattern: rigorous planning for operations, finance, and market development, but talent treated as
an afterthought.
The transformation begins when you treat retention not as an HR metric but as a critical
business outcome deserving the same analytical rigour.
Instead of reactive hiring (filling vacancies), organisations become proactive about building
sustainable teams through systematic assessment.
How are you currently measuring and strategically planning for talent retention?
Would be good to catch up to discuss?
Kind regards
Email 6: Beyond Gut Feelings
Subject: Beyond gut feelings about cultural fit
Hi [First Name],
Most hiring managers rely on subjective "gut feelings" about cultural fit rather than structured
assessment of what actually predicts success.
Through our three-level methodology, we assess specific attributes: attitudes aligned with
mission, self-motivation patterns, stability during challenges, sound judgment, and learning
aptitude.
The best technical talent needs strong cultural alignment to do their best work. When they
leave, it's rarely about money, they just cannot connect their work to the vision and mission of
the company.
Are you systematically assessing these critical factors, or hoping they work out after hiring?
Would love to get your views on this topic
Kind regards
Email 7: Competitive Advantage Through Retention
Subject: When retention becomes a competitive advantage
Hi [First Name],
What would change if your retention rate jumped from industry standard (70-75%) to 96%?
- Institutional knowledge stays and grows
- Team chemistry strengthens rather than constantly rebuilding
- Training investments actually pay off long-term
- Your reputation attracts other high performers
This transformation happens when organisations focus on finding the right people and
developing them to be great leaders.
Is building this kind of sustainable competitive advantage something you're actively working
toward?
Your thoughts on this would be welcome.
Kind regards
Email 8: Moving Beyond CV/Resume Reviews
Subject: Moving beyond CV/Resume reviews
Hi [First Name],
While most recruiters match skills on CVs to job descriptions, we use multiple layers of scientific
assessment through our partnership with the McQuaig Institute.
We don't just profile candidates, we profile the role itself.
We create a template of "what great looks like" at Level 3, generating objective data about
aptitude, attitude, maturity, and judgment.
Everything is presented in simple English. You don't need to be a behavioural psychologist to
understand what drives long-term success.
When would you like to see how this methodology could strengthen your hiring decisions and
drive productivity and performance in your business?
Kind regards
Email 9: Building Teams That Last
Subject: Building teams that outlast you
Hi [First Name],
Reflecting on my experiences working with clients/past employers from XX to YY, ZZ, and
other manufacturing environments, I've realised: some executives build teams that outlast
them, while others constantly struggle with turnover.
The difference isn't industry, company size, or compensation. It's treating retention as a
strategic outcome, not an HR statistic.
When you combine strategic hiring with authentic leadership development, you create
organisations where people don't just work, they grow.
If you're building for long-term sustainable success rather than just filling immediate vacancies,
this conversation might be valuable.
Speak soon?
Kind regards
Email 10: Your Leadership Legacy
Subject: The leadership legacy you're building or leaving
Hi [First Name],
After 30 years of learning that operational excellence requires people excellence, I've become
passionate about helping leaders create sustainable team success.
The pattern in successful organisations: leaders who invest in both strategic hiring and authentic
leadership development create environments where retention isn't a challenge, it's a natural
outcome.
Through strategic talent acquisition and structured leadership training, this systematic approach
transforms organisational culture.
If you're ready to move beyond hoping good people will stay to systematically creating
environments where they succeed, I'd welcome that conversation.
Kind regards
Key Optimisations:
Subject Line:
- All under 45 characters for mobile optimisation
- None of £/$ and % symbols (spam triggers)
- Maintained curiosity and executive appeal
- Professional, not salesy tone
Email Length:
- Focused on single core message per email
- No unnecessary background details
- Streamlined calls-to-action
Cold Outreach Best Practices:
- Shorter paragraphs for mobile reading
- Clear value proposition in first 2 lines
- One main point per email
- Soft, consultative calls-to-action
- Professional but approachable tone
- No aggressive sales language