Resources

Best practices and examples for a 4-stage email sequence.

Recruiters at Plaid, Procore, Brex, Pinterest, and Dropbox answer questions like: How long do you wait before re-engaging a prospect who hasn’t replied to previous emails, when (if ever) do you mention that you’re following up on a teammate’s outreach, and more.

Join hundreds of other teams and thousands of sourcers and recruiters who are using these best practices—based on data from over 5 million outreach sequences—to be at the top of their game.

Thanks to Gem, recruiters at Unity can see engagement with message content and adjust their outreach based on recipient behavior, look at historical numbers and predict whether they’re on track to hit goals, and see the health of each pipeline, from outreach to offer-accept—leading to a 10-day drop in time-to-fill.

Watch this on-demand virtual event as Viet Nguyen, Head of Customer Talent Advisory at Gem, and James Arnold, Principal Recruiter at Cruise, engage in a candid fireside chat, sharing what it takes to create strong, compelling emails that garner attention and drive responses.

Gem’s Head of Customer Talent Advisory, Viet Nguyen, presents tips and tricks for recruiting outreach.

In this webinar, experts from Greenhouse and Gem will share their sourcing secrets, including: using a CRM to track and resurface top talent, creating and differentiating Talent Pools, and more.

Join us for a webinar where we present data-backed best practices, benchmarks, and recommendations for improving response rates for recruiting email outreach.

Discover how Mindstrong Health finds sourcing and hiring efficiency with Gem.

With Gem, sourcers and recruiters at Lyft can set-and-forget sequences rather than sending one-off emails, increasing productivity per resource by 4x.

You can’t build strong recruiting strategies if you don’t know where to move the needle—or which needles need to be moved. That’s where Gem’s metrics can help.

Gem’s re-engagement and nurture features ensure sourcers and recruiters don’t drop prospective candidates and interested talent just because they’ve lost context.