How to structure a 60-second recruiter pitch on linkedin that consistently wins interview invites

I use LinkedIn every day to find and screen candidates, and over the years I’ve learned one simple truth: recruiters don’t have time for long messages. A tight, well-structured 60-second pitch will get you read, remembered and — crucially — invited to interview. Below I share the exact framework I use with coaching clients, sample scripts you can adapt, and practical tweaks for different situations in the UK job market.

Why 60 seconds matters (and what recruiters actually look for)

Recruiters skim dozens of messages a day. A 60-second pitch does two things: it shows respect for their time and it demonstrates clarity about who you are and what you want. When I read a short pitch, I’m looking for three signals:

• Relevance: Can this person help with the role I’m hiring for now?
• Credibility: Do they have concrete evidence (years, outcomes, tools) that matches the job?
• Clarity of ask: Do they tell me what they want next (role, intro, CV review)?

If your pitch delivers those signals in under a minute, you’ll stand out. If it’s vague or rambling, it gets ignored.

The 5-part 60-second LinkedIn pitch framework I recommend

I train candidates to use this five-part structure. It’s short, repeatable and easy to personalise.

• Hook (1 line): One crisp sentence that establishes your role and standout detail. Example: “I’m a data analyst who reduced churn by 12% at a fintech.”
• Context (1 line): Where you currently work or your recent role and sector. Example: “Currently at Monzo, specialising in customer-retention analytics.”
• Value (1–2 lines): Explicit outcomes or skills relevant to the recruiter’s brief. Use numbers or tools where possible. Example: “I use SQL, Python and Looker to build churn models and delivered a 3-month roadmap that improved retention metrics.”
• Intent (1 line): Clear ask: type of role, contract, location, or request for a quick chat. Example: “I’m exploring senior analytics roles in London — would love to be considered for roles with direct stakeholder impact.”
• Close & availability (1 line): One polite CTA and your availability. Example: “Can I send my CV? I’m free for a 15-minute call tomorrow afternoon.”

That’s five short sentences. Read it aloud — it should take around 45–60 seconds.

Two ready-to-use scripts (tailor before sending)

Copy one of these and edit the bracketed bits. Keep it under 200 words.

Script A — Active applicant

I’m [role] with [X years]’ experience in [sector]. At [current/most recent employer] I [one measurable outcome or core responsibility], using [tools/skills]. I’m now seeking [type of role] in [location or sector], prioritising [key preference — e.g., product-focused teams, hybrid, fast-scaling start-ups]. Could I send my CV or arrange a 15-minute call to see if I might fit any current briefs?

Script B — Passive approach to a recruiter I admire

Hello [Name], I follow your work in [sector] and would value your advice. I’m a [role] who recently [notable achievement]. I’m considering a move into [target area] and would appreciate 10–15 minutes to understand market fit and potential openings. Would you have time this week?

Small changes that increase reply rates (tested tips)

• Personalise the opening line: Refer to a recent job they posted, a mutual connection, or a comment they made. One brief line of personalisation raises response rates significantly.
• Lead with results, not responsibilities: “Managed a team” is weaker than “Cut time-to-hire by 30%.” Numbers matter.
• Match language to the ad: If the job spec stresses “client-facing” or “programme management,” mirror that phrasing.
• Offer a specific next step: “Can I send my CV?” or “Are you free for a 15-minute chat on Thursday?” removes ambiguity.
• Use an obvious subject line (for InMail or email): “Senior Product Analyst — 7yrs, SQL, available immediately” — functional and scannable.

How to adjust the pitch for different scenarios

Not every outreach is the same. Here’s how I tweak the pitch depending on situation:

• Applying to a live vacancy: Keep it tightly matched to the job spec. Call out two must-have skills listed in the advert and a result that proves competence.
• Exploratory approach: Be softer. Use the passive script and frame the ask as market insight or advice rather than a CV drop.
• After a mutual contact referral: Lead with the referrer’s name — this short-circuits trust barriers. “Jane Smith suggested I reach out.”
• For senior roles or confidential searches: Emphasise leadership outcomes and high-level metrics. Offer to share a one-page CV or a brief portfolio instead of a full CV.
• For relocation or work-visa contexts in the UK: State right away your eligibility or visa status. UK recruiters screen this quickly.

Common mistakes I see (and how to fix them)

• Too vague: “I’m looking for new opportunities.” Fix: specify role, level and location.
• Wall-of-text messages: Use short paragraphs and bullets. Recruiters skim — make it scannable.
• No clear ask: Always include the next step. Don’t leave the recruiter guessing.
• Over-personalisation without relevance: Complimenting a recruiter’s post is fine, but only if you then tie it to your fit.
• Skipping proofreading: Typos suggest low attention to detail. Read your message once aloud before sending.

Quick checklist (copyable)

If you’d like, I can review a draft of your LinkedIn pitch and suggest edits — I do this with clients all the time and typically remove 20–40% of the length while improving clarity. Send me your version and I’ll give quick, actionable feedback you can use immediately.