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Tips to write follow-up emails after no response in 2022

August 16, 2023

What should you do when your prospects don’t respond?

You obviously send them a follow-up email.

Reply rates can climb up to 65.8% with just a single follow-up email. 

Few of the questions that come up while we talk about sending follow-up emails—

  • How many emails to send?
  • What frequency of emails should be sent?
  • What to write in the emails?

 If you’re struggling with these questions, this article will guide you through them. We are here to help you with some interesting facts and solutions that come in handy. 

Let’s begin!

Why should you send follow-up emails?

If you look at the number of emails a professional receives every day, you’d know how important it is to put in the effort to stand out! It’s exactly because of this, we recommend that each email must hit it.

As far as responding to emails is concerned, professionals start by replying to their clients, colleagues, and partners. Second in priority comes cold emails. So, the probability of getting responses to your cold emails is quite less.

Follow-up emails are a reminder of the previously sent emails—with no responses from the recipients so far. Cold emails are meant to remind the prospects of what awaits them if they avail of your service or product.

Consider this email—

Such work emails are probably to the point—but they lack additional value. 

Why can’t you send such texts in cold emails? The answer is simple. It won’t do any good for your business.

It is ideal that you have to include important information about your product or service—something that prospects would be interested in. 

For example, let them know about the latest features in your product, new launches, updates, & more.

Providing such details increase the chances of getting the prospect’s attention—and you might have a reply to the cold email!

How many follow-up emails should you send?

Before we begin answering the number of emails you should send to your prospects, we must tell you what to keep in mind—

Know why you are sending cold emails

Try providing value within your cold emails to give a reason to prospects as to why they should look at your email. 

Have a plan chalked out beforehand to set an idea of how many cold emails can you send. It’s about strategizing your cold emails—to turn cold prospects into customers!

There are enough studies on the number of follow-up emails. For example, Joshua Hardwick suggests that one follow-up is more than enough—a safe number to not annoy people!

NurtureBox allows sequenced cold emailing—the number of emails you send to prospects can be controlled. Send email campaigns to fetch maximum responses. We recommend sending a maximum of three follow-up emails to the non-responsive scenario. 

However, the number of follow-up emails depends on the outreach campaigns. 

The number of follow-up emails depend on the outreach campaign

If you’re looking for a link-building campaign—you can get more than about half of the links from a single follow-up. Sending more than one follow-up email would annoy your prospects for backlinks. 

Take a cue from a single follow-up email, showing the best results.

Hi Rahul,

You’re probably busy with a lot of other things right now.

Who’s the best person in your team to update articles on ……blog?

Thanks in advance!


Having said this, if you aim at reaching your sales target soon—you may need to do more than one follow-up email. 

Give prospects time to learn about your products and their features. Warm them up with more than one email. Let them get back to you with their response—keep some time in between your email & their response.

In some cases, if the audience is already familiar with your product, you can then decide on fewer follow-up emails!

When and how often to send cold emails?

Typically, all emails are read on the same day they are sent. So, your follow-up email should be sent after 2-5 days—so don’t wait for too long before sending that off. 

However, if you’re sending an email on a Wednesday, better not to send the follow-up email during the weekends. 

If you’ve decided to send many follow-up emails, we suggest keeping more gaps between each email. 

Few tips on writing emails after no-response

  1. Add value in each follow-up

Think from the prospects’ minds.

If you were them, would you reply to an email that has no information for you?

The answer is simple.

By adding some information, you actually give out something to your prospects to reply to!

  1. Catchy introduction

We can’t tell you enough about how the opening line has to hit it!! The first line of your cold email is all that matters—whether the prospect would like to read the rest or not.

Better if you mention your offering in the first line itself—that gives out a lot!

Or, start with a recent event or a problem that the prospect is facing recently.

Also, mention the purpose behind the email. 

  1. Make it a short one

This is probably the best advice you get.

Write emails that are not too long—make them as short as possible.

It needs good writing skills to say the things you want to say to your prospects.

Shorter emails have a 5.81% higher chance of CTR. 

Better to get rid of unnecessary content such as “Hope you’re doing well” in the follow-up emails. Being polite, you can straight get to the point.

Write short and not too wordy sentences.

Hi Rahul,

I’d like to follow up on how we can cooperate on the content matter.

We can discuss it here or we can get on a call. Join this link.

Also, let me know if there’s a better team member to talk about this.


  1. Personalize throughout

If you want to get a quick response to your email—make sure you maintain enough personalization. 

The more personalized your email is, the more responses you will get!

  1. Adding a persuasive CTA

With a persuasive email, you can turn a prospect’s attention. 

A proper CTA can send direct signals to what you want from your prospects. 

Leave room for your prospect to answer in the best way possible. What we mean is that your CTAs should make it easier for your prospect to reply!

  1. Perfect your subject lines

Having the most appropriate subject lines is the way to grab the attention in the first place!

Craft creative and intuitive call-to-action buttons to push prospects to read your emails. Add a personal touch, keep it short, and make it interesting!

Wrapping Up

We all know that getting someone’s attention—who hasn’t responded to your email—can get difficult.

That’s why composing follow-up emails in the most effective manner is important. Follow the tips we have discussed in this article—you’re sure to get results!

Improve response rates in quick and efficient ways.

Feel free to check out some other articles on our blog.

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

Recruitment insights you won’t delete. Delivered to your inbox weekly.

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