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Cover letter example

Recruiter cover letter example

A recruiter's letter is read by people who read hundreds of them, so it has to apply your own standards. Make it short, specific about the profiles you recruit and the environment you know, and show one example of how you solved a hard search or improved a process with managers.

Cover letter example

Replace the parts in brackets with your own details.

Subject: Recruiter, Tech roles, [Company]

Hello [Name],

I am applying for the recruiter position in your talent acquisition team. For [x] years I have recruited developers, data profiles and product managers, first in a recruitment agency and now in-house at [Company].

Most of the roles I handle are hard to fill, so a large part of my work is direct sourcing. Last year, a manager needed a backend developer with experience in [technology] for a team in [City]. Job ads brought few relevant applications, so I mapped companies using that stack, contacted engineers directly with a message explaining the technical challenges, and involved a team lead in the first call. The role was filled with a candidate who had not been looking.

I also worked with managers on a shared interview grid, which made feedback faster and more consistent. I use [ATS] and LinkedIn Recruiter daily, and I make sure every candidate receives an answer.

I would be glad to talk about your hiring plans and how I could contribute.

Best regards,[First Name Last Name][Phone] | [Email]

What to highlight

  • Profiles and levels recruited
  • Agency, in-house or temp environment
  • Sourcing methods and tools
  • An example of a hard search
  • Relationship with hiring managers

Mistakes to avoid

  • Generic claims about 'talent' and 'people' with no example.
  • Not adapting to the company's sector or profiles.
  • A long letter, which goes against what recruiters advise.
  • Citing confidential client names from an agency.

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Frequently asked questions

Should I mention hiring volumes?

You can mention the number of open roles you handled or filled, as long as the figure is real and you can explain it. Context matters more than the number: the level of the roles, the market and whether you sourced the candidates yourself.

Can I write a more informal letter for a start-up?

Yes, a slightly more direct tone fits many start-ups and scale-ups. Keep the structure and precision, though: who you recruit, how, and with what result. Founders often read these letters themselves and have little time.

How do I move from HR generalist to recruiter?

Emphasise the recruitment part of your work: briefs, interviews, onboarding and school relations. Mention any sourcing training. Agencies and temp agencies are common entry points because they hire recruiters with potential and train them on sourcing and sales.

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