Re-engage past finalists for my new opening
Strong past candidates rechecked for fit and timing, with fresh outreach drafts
My sheet of past strong candidates — finalists and silver medalists we liked but didn't hire — is here: [sheet link]. I'm now hiring for [new role]. For each person, check their LinkedIn: current role and company, time in seat, and any signals they might be open — a recent job change usually means no; two-plus years in seat, layoffs at their company, or open-to-work signals mean maybe. Score each one: strong re-engage, possible, or bad timing, with the reason. Update the sheet with current title, company, score, and the date checked. For the strong ones, draft a personal re-engagement message in the notes column that references our previous process positively [the role they interviewed for] and pitches what's different about this opening. Don't send anything. Cap at [40] profile checks and tell me the score breakdown.
