Whilst entirely agree with Gregg's approach, I wouldn't use his response rates as a metric to measure your own response rates. Cold approaches like this tend to have significantly higher response rates when you are a company like Stripe.
I would expect that most of the people they are approaching have heard of Stripe and are familiar with their high calibre team. If the same people are approached by a company/startup they have never heard of, the response rate will be very different.
It's still a fantastic approach and arguably the best approach regardless of how well or little known your company is.
Totally agree. Reputation is the most important factor in response rates. Not to say this isn't a good approach to cold emails, but expecting anyone but the CEO of Stripe to get a 90% response rate using this template is kidding themselves. It's frustrating for recruiters because this is obviously something they have little control over, but pretty much the most important factor in their job success.
I would expect that most of the people they are approaching have heard of Stripe and are familiar with their high calibre team. If the same people are approached by a company/startup they have never heard of, the response rate will be very different.
It's still a fantastic approach and arguably the best approach regardless of how well or little known your company is.