Email Templates

Cold Email Templates for HR Directors & CHROs (India B2B)

3 cold email templates for reaching HR leaders at companies evaluating HRMS, talent management, and people analytics solutions.

1
Subject Line
{{Company}}'s hiring velocity – quick observation
Hi {{FirstName}},

I noticed {{Company}} has posted {{N}} new roles in the last 30 days. That's impressive growth – and it usually brings HR ops challenges.

Quick question: how are you handling the flood of candidate outreach and vendor evaluations that come with scaling this fast?

We help companies in hyper-growth mode automate the vendor evaluation noise so HR leaders can focus on what matters: building great teams.

Worth a quick chat?

Aditya
Why This Works

References an observable, verifiable fact (job postings). Addresses the meta-problem of vendor noise that HR leaders face during scaling.

2
Subject Line
Post-Series A HR tech stack – what to prioritise
Hi {{FirstName}},

Post {{Company}}'s recent funding round, I imagine HR systems are on the upgrade list. Most CHROs at this stage face a sequencing question: HRMS first, or payroll, or engagement tools?

We've mapped the typical HR tech adoption sequence for Series A-B Indian startups. Happy to share the framework – no selling, just useful context.

Aditya
Why This Works

Provides value upfront (framework) without asking for anything. Positions the sender as a knowledgeable advisor.

3
Subject Line
{{Company}}'s Glassdoor reviews mention {{PainPoint}}
Hi {{FirstName}},

I was researching {{Company}} and noticed a pattern in recent Glassdoor reviews: employees mention {{PainPoint}} as an area for improvement.

This isn't uncommon at your stage – and there are proven approaches to address it systematically.

Would it be helpful if I shared how similar companies tackled this? No pitch, just relevant context.

Aditya
Why This Works

Demonstrates deep research. Addresses a real pain point the CHRO is likely aware of. Offers help without pitching.

Tips for Reaching HR Director / CHRO

HR leaders are relational buyers – build rapport before pitching

Reference specific hiring activity or organisational changes

Offer value first (frameworks, benchmarks) before asking for time

Avoid aggressive sales language – HR culture is collaborative

Best send time: avoid Mondays (payroll/start-of-week chaos)

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