Candidate Nurture Engine

90-day talent nurture plan

Eligibility and guardrails

• Candidate A: explicitly opted in to role updates; quarterly email preference recorded. Eligible for one relevant, reviewed update within that cadence.
• Candidate B: consent unknown. Suppress from outreach until the recruiting team verifies a valid basis and contact preference. Do not infer consent from prior application.
• No approved vacancy exists. Do not imply an opening, hiring timeline, or likely selection.

Plan

Days 0–30: Verify the source and date of consent, role interests, preferred channel, and data-retention policy. Confirm the candidate profile is accurate and remove unnecessary sensitive details. No message is needed before the quarterly window.

Days 31–60: Share no outreach unless there is a genuinely useful, verified update relevant to the candidate’s stated interests and the recorded cadence permits it. Suppress if they opt out, request no contact, or the record is stale.

Days 61–90: If no relevant, approved update exists, send nothing. If the quarterly update is due, obtain recruiter review of the content and confirm the role status is still accurate.

Draft for Candidate A (send only after review and cadence check)

Subject: A brief talent community update

Hello,

You previously opted in to occasional updates about customer operations roles. We do not have an approved opening to share today, so I’m not suggesting that a role is available. If you’d like, we can keep your preferences on file and contact you when a relevant, confirmed opportunity is approved. You can update your preferences or opt out at any time using [verified preference link/contact method].

Best,
Recruiting team

Replace the bracketed preference method only with a verified option. Do not send until the owner verifies consent source, cadence, sender identity, and privacy requirements.

Measurement and review

Track eligible contacts, messages approved/sent, delivery, relevant replies, opt-outs, complaints, stale-record suppressions, and later qualified re-engagement. Report counts by consent and cadence cohort. Avoid using opens alone as success and do not attribute a hire to nurture without suitable evidence. Set a retention review date and delete or refresh records under the organization’s policy.