Quick Answer: Use Origami to build a targeted list of senior GTM leaders at European tech firms that are actively hiring B2B talent, and then send your cold email campaign directly from Origami’s built-in email sequencer — no exporting, no extra tools. The sequencer comes free with any paid plan; you only pay for credits to enrich your leads. Below, I’ll walk through refining your list, steal-ready email templates, and how to launch and track the whole campaign from one platform in 2026.

This is the companion piece to our guide on how to build a list of Senior GTM Leaders at European Tech Companies Actively Hiring B2B Talent. If you’ve already got your list inside Origami, skip to Step 2. If you’re starting from scratch, here’s the 60‑second version of Step 1.

Step 1: Build the list in Origami (quick recap)

Open Origami and describe your ideal prospect in plain English. For this audience, you’d type:

“Find senior GTM leaders (VP Sales, Head of Revenue, CRO, Head of Growth) at European tech companies that are currently hiring B2B sales or marketing roles. Make sure the companies are active in DACH, Benelux, Nordics, or UK & Ireland and have between 50 and 500 employees. Include verified work email, LinkedIn profile, company name, size, and the open position they’re trying to fill.”

Origami’s AI agent searches the live web, chains data sources, enriches contacts, and qualifies leads from a single prompt. Within minutes you get a downloadable list with verified names, email addresses, phone numbers, job titles, company details, and — crucially — the hiring signal (e.g., “Head of B2B Sales, posted 4 days ago”).

You can start on the free plan with 1,000 credits and no credit card required. That’s enough to build a pilot list and test the entire workflow.

Step 2: Refine and qualify the list for email

A raw list isn’t a campaign-ready list. Spend 10 minutes cleaning and segmenting before you ever write an email. Here’s what I do for this specific audience:

Remove the obvious duds

Generic titles like “Head of Sales” with no B2B qualifier — if the company also sells to consumers, you might waste sends.
Email addresses from unrelated departments (finance@, support@). Origami’s enrichment is good, but still filter by job function.
Prospects where the hiring signal is older than 60 days. A “hiring” post from 4 months ago may mean the role is filled or dead.

Segment by sub-market

European tech isn’t one market. Split your list by country or region: UK & Ireland, DACH, Nordics, Benelux. The language you use in follow‑ups and the examples you cite will differ. A VP Sales in Berlin cares about local labor law and works councils; one in London doesn’t.

Tier by buying intent

Hot: The prospect shares the exact title in the job ad they’re hiring for (e.g., a Head of Revenue hiring a “Head of B2B Sales”). They feel the pain directly.
Warm: A senior GTM leader with multiple open roles — they’re scaling fast, time is scarce.
Cool: A single hire, modest growth, or a title that isn’t directly responsible for the hire (like a CMO hiring a sales role). Still worth contacting, but don’t burn the same energy.

What “qualified” looks like for this audience: You have a valid work email, the prospect’s title clearly signals they own GTM, the company is venture‑backed or showing consistent headcount growth, and the open B2B role was posted in the last 30 days. That’s a list I’d pay credits to email.

Step 3: Create the email sequence (real copy you can steal)

Origami gives you two ways to build a sequence:

Paste your own templates: Write your 3‑touch emails, set the delays (Day 1, Day 3, Day 7 — or whatever cadence fits your audience) and hit “Launch.”
Let the AI agent write it: Ask Origami to generate a personalized 3‑day email sequence for all your leads automatically. The agent pulls title, company, industry, and the hiring signal from each contact’s profile to make every message feel custom.

I’m going to give you a proven 3‑touch sequence you can copy‑paste directly into Origami. These are short, specific to the pain points of senior GTM leaders in European tech hiring B2B talent, and designed to get a reply — not a pitch.

Day 1 – The “I see what you’re dealing with” email

Subject: Quick thought on your B2B sales hiring in {Country} Preview text: Noticed you’re scaling your GTM team?

Hi {First},

Saw {Company} posted a {Job Title} role — congrats on the growth.

Finding a senior B2B revenue leader who really understands the {Country} market (compliance, buyer expectations, language nuances) is a different beast than hiring in the US.

I put together a short checklist: “5 things top‑quartile GTM hires ask for before they even negotiate salary”. It’s based on conversations with 40+ VPs in {Region}.

Worth a look? Reply and I’ll send it over.

Best, {Your Name}

Why this works: You acknowledge their specific challenge (not just generic hiring), reference the exact job they’re trying to fill, and offer something immediately useful — no commitment required.

Day 3 – The insight that questions the status quo

Subject: 70% of new GTM leaders underdeliver (here’s why) Preview text: It’s rarely a skills issue.

Hi {First},

Quick follow‑up. In European B2B orgs, most GTM misses aren’t about ability — they’re about misalignment on multi‑market execution. A VP who crushed it in France often stalls in the DACH because the playbook doesn’t translate.

I’ve been sharing a 3‑question framework that helps de‑risk VP Sales hires before day one. It forces clarity on market‑entry expectations, local buyer behaviours, and inter‑office dynamics.

If you’re deep into interviewing, it could save you a painful 9‑month ramp. Want me to forward it?

Cheers, {Your Name}

Why this works: You’re framing a common fear (a bad VP hire costs 15‑24 months of revenue, and in European tech that’s deadly) and offering a framework, not a product. You sound like a peer who’s seen the wreckage.

Day 7 – The high‑value breakup

Subject: Closing the loop, {First} Preview text: One last data point on your GTM hire.

Hi {First},

I’ll leave you alone after this. I know hiring is only one of 14 things you’re juggling.

One stat I can’t shake: companies that pre‑define specific, market‑level success milestones for sales leaders see 2.1× faster revenue impact in the first 12 months. Most skip this step because it feels bureaucratic — but those that do it consistently beat board expectations.

If you’re curious how a few {Region} scale‑ups have structured this, I recorded a 4‑minute audio snippet. Just reply “audio” and I’ll send the link.

Best of luck with the hire, {Your Name}

Why this works: The breakup email is pure value, zero pressure. If they don’t reply, you’ve still planted a valuable idea — and if they do, it’s almost always a qualified conversation starter.

Step 4: Send the sequence directly from Origami

Now the part where most tools make you jump through hoops. With Origami, you hit “Launch” inside the same dashboard where you built the list.

No CSV exports. No syncing with an external sequencer. You click “New Sequence,” paste your three templates (or let the agent write them), set the delays, and activate.

What happens next:

Automatic sending: Origami sends the multi‑touch sequence with configurable delays (e.g., Day 1, Day 3, Day 7). Each contact only moves to the next touch if they don’t reply.
Smart un‑enrollment: The moment someone replies — even “Not interested” — they exit the sequence. No more embarrassing breakup emails after a booked meeting.
Full tracking: Opens, clicks, and replies all appear in the same dashboard. While looking at a contact’s activity, you can still see their enriched profile (title, company, tools they use, the hiring signal) — so you always remember why you reached out.
All‑in‑one workflow: From list‑building to enrichment to sequencing to reply tracking, it stays inside Origami. The sequencer itself is included on all paid plans; you only pay for the credits you burned to enrich leads, not for sending emails.

What response rate to expect

For cold outreach to senior GTM leaders at European tech companies actively hiring, I typically see a 5–8% positive reply rate when the list is well‑qualified and the messaging is relevant. If you’re booking meetings, expect roughly 40–50% of positive replies to turn into a first call.

If your reply rate is below 3% for 500+ sends:

First, iterate on the list. A broader, less qualified list crushes response rates. Go back to Step 2 and tighten your filters.
Then, test subject lines. A 2‑word difference can lift opens by 20% with this audience; test “Quick thought” vs. “Hiring Rant” vs. “2 min on your {Country} hire”.
Finally, swap the Day‑1 offer. Instead of a checklist, try a very short benchmark PDF. Senior GTM leaders respond to data that helps them justify decisions to their CEO.

Lean heavily on Origami’s analytics: if open rates are healthy (>50%) but replies are weak, the body copy needs work. If open rates are low, refine the subject line or the preview snippet.

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How to Run a Cold Email Campaign to Senior GTM Leaders at European Tech Companies Hiring B2B Talent (2026 Guide)