How to Run a LinkedIn Outreach Campaign for Newly Appointed Heads of Talent at Series B Startups (2026)

Quick Answer: Origami is an AI-powered B2B lead generation and outreach platform with a built-in LinkedIn sequencer. That means you can find, enrich, and reach out to newly appointed Heads of Talent at Series B startups all from one place—no exporting CSVs, no syncing tools. You build a list of curated leads, then launch personalized 3-touch sequences directly from the same dashboard. In this guide, I’ll show you the exact messaging and workflow I’ve used to get consistent replies from this exact audience.

If you haven’t built your list yet, start with my companion guide: how to build a list of Newly Appointed Heads of Talent at Series B Startups. That post covers the list-building process in detail. Here, we focus on what happens after the list is ready—the outreach campaign itself. I’ve run this campaign multiple times for recruiting tools, HR tech, and onboarding platforms, so everything here is field-tested.

Step 1: Build Your List of Newly Appointed Heads of Talent in Origami (Quick Recap)

Even if you already have a list from the parent post, the way you prompt Origami influences the quality of leads you get for outreach. Here’s the exact prompt I use when I want a clean, relevant list of newly appointed decision-makers:

"Find newly appointed Heads of Talent at Series B startups in the US, hired within the last 6 months. Include their full name, LinkedIn profile URL, verified email, direct phone, company name, funding amount, employee headcount, and technology stack (ATS, HRIS, sourcing tools). Exclude companies with fewer than 30 employees."

Origami’s AI agent searches the live web, chains together data sources like LinkedIn, Crunchbase, and company career pages, then returns a clean table of contacts. Each row has a verified email, phone number, and rich company details. You can see at a glance which ATS they’re using, how much they raised, and how fast the team is growing.

If you’re on the free plan, you get 1,000 credits—no credit card required. That’s enough to build and test a list of 40-50 leads. Once you’re ready to scale, paid plans start at $29/month.

Again, for a step-by-step walkthrough of the list-building stage, check out the companion post. The rest of this guide assumes you have a list of 50-200 newly appointed Heads of Talent sitting inside Origami.

Step 2: Refine and Qualify Your List for LinkedIn Outreach

Before you fire off a sequence, you need to segment and qualify your list inside Origami. Not every “Head of Talent” at a Series B company is a good fit for your solution. Spending 10 minutes here will double your reply rates.

Filter by company headcount. A true Series B startup usually has between 40 and 200 employees. Below 30, they’re still Seed or early Series A; above 250, they’ve likely outgrown the “figure it out as we go” talent phase. Use Origami’s filters to set a headcount range of 40–200. Narrow further to the sweet spot: 60–120 employees—where the Head of Talent is probably the first strategic hire in the function.

Check time in role. The prompt already asked for "hired within the last 6 months," but you can get more surgical. Sort by "tenure at current company" and prioritize people in role for less than 3 months. They’re still forming their 90-day plan, haven’t yet picked vendors, and are highly receptive to ideas that help them look smart early on.

Remove false positives. Look at the actual title. Some leads might be “Head of Talent Acquisition” (more tactical) or “Talent Partner” (individual contributor). You want “Head of Talent,” “VP of Talent,” or “Director of Talent & Culture.” If you’re selling a platform that touches the whole employee lifecycle, “Head of People” also fits. Kill anything that smells like a recruiter role.

Segment by industry vertical. If half your list is B2B SaaS and the other half is e-commerce, don’t send them the same messaging. Origami often pulls industry tags from Crunchbase; use them to group similar companies. In Step 3, I’ll give you a template that adapts well, but nothing beats industry-specific pain points. Later, you might create separate sequences for SaaS (e.g., “competing with FAANG for engineers”) vs. healthtech (“credentialing and niche clinician hiring”).

Look for buying signals. While reviewing a lead’s enriched profile, scan for clues:

If they’re using LinkedIn Recruiter but no enterprise ATS (like Greenhouse or Lever), they’re candidate-sourcing heavy but process-light—a classic pain.
If their tech stack shows a lightweight ATS like Breezy or Homerun, they’ll outgrow it fast.
If the company just closed a Series B round in the last 3 months, they’re about to double headcount. That’s a trigger.

Mark these leads as high-priority. In Origami, you can add tags or move them to a separate list.

What a “qualified” Head of Talent looks like: They own the hiring strategy (not just sourcing), have a mandate to scale from ~50 to 100+ in 12 months, are likely evaluating new tools to replace spreadsheets and agency dependency, and have budget tied to headcount growth. If a lead doesn’t check at least three of those boxes, save them for a later nurture campaign.

Step 3: Create Your LinkedIn Sequence in Origami

Now the fun part: building the outreach. Inside Origami, go to the Sequences tab. You have two options:

Paste your own 3-touch templates. Write each message, set delays between touches (I recommend Day 1 connection request, Day 3 follow-up, Day 7 final note), and launch. This gives you full control over the copy.
Let the AI agent write it. Origami’s AI can generate a personalized sequence for every lead based on their profile data—title, company, industry, previous roles. It drafts messages that reference their actual context. You can review and edit them before sending. This is a huge time-saver when you’re reaching out to 100+ people.

For this guide, I’m giving you the exact templates I’ve used to get replies from newly appointed Heads of Talent. You can paste these into Option 1, or hand them to Origami’s AI as a tone guide and let it tailor each message. Below are the three touches.

Day 1: LinkedIn Connection Request Note

LinkedIn limits connection notes to 300 characters. Make every word earn its place. This note acknowledges the new role, hints at a pain point, and gives a reason to connect without pitching.

"Hi [First Name], congrats on the new Head of Talent role at [Company]. As you ramp from ~50 to 100+ people, I know you’ll be building scalable hiring processes. I help Series B leaders cut time-to-fill and reduce agency spend. Would be great to connect. - [Your Name]"

That’s 269 characters. It works because it’s specific to Series B chaos—no one at a 1,000-person company is worrying about “scaling from 50.”

Day 3: Follow-up Message (After Connection Accepted)

Once they accept, you have a direct message window. This message should be 50–100 words, reference their reality, and offer an insight, not a pitch.

"Hey [First Name], thanks for connecting. I remember my first 90 days as a Head of Talent at a fast-growing startup—founders expect miracles without hurting culture. Most Series B teams I talk to are juggling spreadsheets, a lightweight ATS, and random referrals. We built [Your Product] to give you a single dashboard for sourcing, outreach, and hiring analytics. Happy to show a 5-min walkthrough if it fits your roadmap. No pressure. - [Your Name]"

This hits the pain of fragmented tools and the pressure of the first 90 days. It signals that you understand their world.

Day 7: Final Message (Soft Close)

Wrap up with a low-commitment ask and a proof point. This is your last touch; make it easy to say yes but also easy to walk away.

"Hi [First Name], one last follow-up. If scaling hiring isn’t a priority right now, I get it. But if you’re looking to reduce time-to-fill and stop relying on agencies, I’m happy to hop on a call next week. Here’s a stat: a similar Series B company (80 employees) cut agency spend by 40% in 3 months after switching. Let me know if you’d like the case study. Cheers, [Your Name]"

Offering a case study gives social proof and a reason for them to reply even if they aren’t in buy mode. You’re leaving the door open for a future conversation.

Tuning the cadence: I set Day 1 (Tuesday morning), Day 3 (Thursday late morning), Day 7 (next Tuesday morning). Avoid weekends and Mondays when their inbox is full. Origami lets you configure exact send days and local time windows.

Adapting for different verticals: If you segmented by industry, swap the pain point in Day 3. For a healthtech Head of Talent, you might say: “Most healthtech Series B teams I talk to are wrestling with niche clinician hiring and credentialing delays." For SaaS: “SaaS founders are paranoid about losing engineers to FAANG, and you’re expected to close the gap." Small tweaks boost reply rates, and Origami’s AI agent can handle this personalization at scale if you give it industry-specific directions.

Step 4: Send the Sequence Directly from Origami

Here’s where the platform shift matters. In a lot of tools, you build the list in one place, then export a CSV, then import into a separate sequencer, then hope the data matches. Not with Origami.

Launch the sequence in one click. Select your refined lead list, choose the sequence (either your templated one or the AI-generated version), confirm the delays, and hit “Launch.” Origami’s built-in LinkedIn sequencer will start sending connection requests with your Day 1 note. As people accept, it automatically queues and sends the Day 3 and Day 7 follow-ups. No manual hoops.

Sending limits & safety. LinkedIn restricts connection requests to around 100 per day. Origami throttles sends intelligently so you don’t hit the limit and risk restrictions. You can also set a daily sending cap and define active hours.

Tracking everything in one dashboard. Inside the Reports tab, you’ll see:

Connection acceptance rate (I typically see 30-35% for this audience).
Message opens and link clicks (if you included trackable links).
Reply rate (8-12% is a good benchmark). The dashboard also shows which leads converted to “Interested” or booked a meeting. Even cooler: while viewing a lead’s activity, you still have their enriched profile visible—so if they reply with a question, you can see their ATS, headcount, and funding stage without switching tabs. That context is gold for a quick, relevant response.

Automatic un-enrollment. If a prospect replies “Not interested” or “Let’s chat next week,” Origami pulls them out of the sequence immediately. No more accidentally sending the “final follow-up” after you’ve already booked a meeting. This alone saves embarrassment and preserves your brand.

The economics. The LinkedIn sequencer is included on all paid plans. You pay only for credits used to enrich leads. So sending 500 sequences costs you nothing extra beyond the enrichment you already did. That’s a radically different model than standalone sequencers that charge per seat or per contact.

What results to expect – and when to iterate. For newly appointed Heads of Talent at Series B startups, a well-targeted list and the templates above should generate:

30–35% connection acceptance
8–12% reply rate
2–4% meeting booked rate If after 150 sends your reply rate is under 5%, iterate on messaging first. Try changing the Day 3 pain point (tools vs. culture vs. agency spend). If that doesn’t move the needle, it’s a list problem—a lot of “newly appointed” contacts might actually be in the role for a year or the titles are off. Go back to Step 2 and tighten your filters. Origami makes it easy to clone your sequence, edit the copy, and re-launch to a fresh segment without disrupting what’s already running.

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How to Run a LinkedIn Outreach Campaign for Newly Appointed Heads of Talent at Series B Startups (2026)