155: 3 Boring Campaigns That Keep Booking Meetings

Welcome back to the Practical Prospecting Newsletter!

The holidays are always slow for outbound, so today I'm sharing three campaigns we run over and over because they keep working. They're simple enough to run during the slow period too.

I’m also focusing on campaigns that will have big enough lists to where you can actually run them for a while. Tiny, ultra-niche campaigns can work, but they don’t work for everybody.

These ones should give you leads consistently for a while.

Agenda:

1. Scraping LinkedIn followers

2. New to role (the right way)

3. Growing vs not growing

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#1 - Scraping LinkedIn followers

We use a tool called ScrapeLI.io for this, and it’s awesome. A scrape costs hardly anything.

You can scrape a partner’s company page or a competitor’s company page. Then you have a list of people who (more than likely) already care about, know about or use the tool.

You don’t even have to mention that they follow the page.

Here’s what we do:

• Competitor angle

  • “Not sure if you’re using {competitor}, but we’re seeing a lot of teams [what you’re seeing].”

• Partner angle

  • “We work with a lot of teams on {partner}, and one thing we’re doing for them is [what you do]. Would it make sense to talk?”

It works because one of the most important parts of a cold email is having a reason for reaching out that feels genuine and believable.

Most people get this wrong. And AI sucks at it still.

This play solves that part for you. And when the reason is believable, more people actually read the rest of your email.

Of course, you still need a compelling offer after that. But it solves the first problem, which is the one most people struggle with.

#2 - New to role (the right way)

Everyone runs cold email campaigns to job changers/people who just joined a new company.

But most people get it totally wrong.

The usual email goes something like, “Congrats on the new role! Usually in your first 90 days, here’s what people need to fix. Open to a call?”

Please just never use “Congrats” in an email…

Here’s what we recommend:

We go after people who are relatively new to a role. Could be one month in, could be 11. We really don’t care. Again, we’re just trying to have a reason to reach out.

Our cutoff right now is anyone who joined a new company in 2026. Even if it was January 1st, they go in the campaign.

Here’s the opener:

“Saw you joined {company} in {month}. Not sure how {process} at {company} compares to your time at {past_company}, but thought this might be relevant.”

All we’re doing is priming them to compare their current process to their past one. They’re in a new place, so they’re already doing that anyway.

Honestly, it’s just there to make the email feel relevant to them.

I’m not a huge fan of personalization but this is one of the few examples where it consistently works pretty well.

#3 - Growing vs not growing

If you’ve got a big list, segment it by companies showing growth vs not showing growth.

If you’ve never tried it, it’s worth doing.

I’d also recommend running an analysis on your past meetings. Did the companies that booked fall into the growing bucket or the not growing bucket? You might be surprised.

Showing growth doesn’t just mean headcount going up. I run a prompt that looks at a bunch of signals.

Here’s what that looks like:

“Look at this company and put it into one of two buckets: likely growing or likely stagnant. Check for any of these signals in the last 90 days:

• Open job postings

• Employee count increase in the last six months (based on LinkedIn)

• New funding

• New locations

• A rebrand or new product launch

If any of these are true, put it in the growing bucket. If none are, put it in the not growing bucket.”

Here’s the thing. There are some products people will never buy unless they’re in growth mode. And there are others people will buy no matter what because the tool is that important.

If yours is in the first group, kick out the 50% (probably more) that aren’t growing and focus on the ones that are.

Just don’t keep it as shallow as employee growth.

That’s it. Three plays we run consistently. None of them are complex or fancy. I’m just sharing them because they keep generating leads for us.

Thanks for reading,

Jed