How to Pre-Frame Follow-Ups With Value and Stop Feeling Like a Nuisance

We’ve all been there: the first meeting goes great, the recruit leans in, there’s chemistry... then silence. Suddenly, every follow-up feels like you’re annoying them. In this episode of Recruiting Conversations, I break down how to pre-frame your follow-ups with value, so you stop chasing and start leading.

When done right, follow-up isn’t a disruption, it’s a service. I’ll show you how to turn that awkward “just checking in” into a trusted leadership moment that builds momentum and creates future hires.

Episode Breakdown

[00:00] Introduction – The recruiting tension we’ve all felt: great meeting, then ghosted.
[01:00] Why Follow-Ups Fall Flat – You didn’t set the stage. No frame = no permission.
[01:30] Pre-Framing the Follow-Up – Plant the seed during the first conversation. Ask if you can share something valuable in the weeks ahead.
[02:30] Asset #1: Books – Send a thoughtful book with a handwritten note that matches their challenge.
[03:30] Asset #2: Event Invites – Pre-frame exclusive invites to leadership calls, masterminds, or town halls.
[04:00] Asset #3: Custom Content – Send a podcast, quote, or framework tied to their specific pain point.
[04:30] Asset #4: Pure Gratitude – A thank-you note that affirms their leadership plants powerful seeds.
[05:00] Build a Value Library – Create a system to store and deploy assets: books, podcasts, events, insights.
[06:00] Final Challenge – Stop winging follow-up. Lead with intentionality, and watch your pipeline warm up fast.

Key Takeaways

• Pre-Frame the Next Touchpoint – Get permission early so follow-up feels like service, not pursuit.

• Lead With Value – Use books, events, and content that reinforce your leadership and build trust.

• Customize Your Follow-Up – Reference real pain points from the conversation. Show them you listened.

• Systematize It – Keep a library of resources so you’re never scrambling for the next move.

• You’re Not a Nuisance – When your follow-up is relevant and

Episode Transcript

(00:01):
So the big question is this, how dorecruiting leaders like us who have
12 to 15 other job responsibilitieswin at this game of recruiting?
How do we build a system that allowsus to recruit effectively in a minimal
amount of time while motivatingrecruits towards meaningful change?
That is the question, and thispodcast will give you the answers.

(00:21):
My name is Richard Mulligan, andwelcome to Recruiting Conversations.
Hey everybody.
Welcome back to recruiting Conversations.
It's Richard Milligan here, andtoday we're talking about one
of the most overlooked partsof the recruiting process.
Your follow-up game.

(00:41):
Now, listen, if you're like mostrecruiting leaders, you've had this
moment before you finally get thatinitial meeting, it goes great.
They're smiling, they're leaning in.
You feel the momentum.
Then the meeting ends and suddenlyit's like they vanished into thin air.
You text them nothing, yousend a follow up, crickets.
You reach out a third time and nowyou're wondering, am I being annoying?

(01:04):
That moment right there, thatawkward tension of when to follow
up, how to follow up and what to say.
That's what we're going to solve today.
'cause here's the truth.
Follow up only feels annoying whenyou haven't set the stage for it.
If you haven't pre-framedthe relationship, then yeah,
it can feel like chasing.
But if you do it right,follow up becomes value.
It becomes service.

(01:24):
It becomes the very thingthat makes you unforgettable.
So let's talk about how to do this.
The key is simple.
You don't wait until after the meetingto figure out your follow-up plan.
You start planting the seedsfor future touchpoint during
the very first conversation.
Let me give you an example.
When you're wrapping up a call ormeeting, instead of saying, great

(01:47):
connecting, I'll follow up soon.
You say something like this,Hey, I'd love to stay in touch.
I actually have a few resources that mightbe valuable for where you are right now.
Would it be okay if I shared somethingwith you in the next couple weeks
that I think you'd appreciate?
See what we just did there.
We got permission, we createdanticipation, and now when

(02:10):
you follow up, you're not justpinging them, you're delivering
on something you already offered.
That's what I mean by pre-framing.
And here's where it gets fun.
You can pre-frame multiple touchpointswith value-based assets, things that build
trust and keep the relationship warm.
Lemme give you a few of my favorites.
The first one, and it's my go-to is books.

(02:32):
I'm a big believer in using books asa leadership tool because when you
send a book, you're not just sendingcontent, you're sending a message,
a message that says, I'm a learner.
A message that says,I'm thinking about you.
A message that says, I leadwith value, not pressure.
So during that first meeting, if someonesays they're trying to grow their team

(02:53):
or level up their leadership or getbetter with mindset, that's your signal.
And you say something like.
There's a book I read recently thatreally helped me in that same area.
Would it be helpful if I sent it your way?
Nobody says no to that.
And when it arrives in theirmailbox with a handwritten note,
you're no longer that recruiter.

(03:13):
You're now a trusted voice in their world.
Second follow up asset event invites.
This one's gold.
Let's say your company is hosting aleadership call, a mastermind, a live
training, even a virtual town hall.
Pre-frame the invite.
Don't just drop it cold later.
Say this in the initial conversation.

(03:35):
We do these invite only leadershipevents a couple times a year.
If one comes up that I thinkwould be a fit for you, would
you want me to loop you in?
Now when you follow up with theactual invite, it's received
as a gift, not a pitch.
You're saying, this is somethingexclusive, and I thought of you.

(03:55):
That alone is enough toreopen a dormant conversation.
Third option, custom content.
This one takes a little moreintention, but it's powerful.
After a meeting, you jot downa note about what they said.
Maybe they mentioned building cultureor improving their recruiting or
handling burnout, and then a weeklater you send them a podcast episode,

(04:16):
a quote, a framework, somethingthat aligns with that pain point.
It might sound like this.
Hey, this reminded me of ourconversation the other day.
Thought it might be helpful asyou're navigating that next step
that's meaningful follow up.
It doesn't feel like a chase.
It feels like care.
And here's the fourth option.
And this one's underrated,just show gratitude.

(04:36):
A simple follow up that says, I reallyappreciated your time last week.
You've clearly put inthe work as a leader.
And I walked away better from theconversation that might not close a
deal tomorrow, but it plants a seed.
And what do seeds do over time?
They grow.
Now, let me give you a practicalsystem for how to think about this.

(04:57):
What I coach my clients todo is build a value library.
This is a running document, Google Doc,CRM, notes, sticky notes on your wall
where you can collect books you love.
Podcast episodes that hit hard quotes, orarticles that speak to leadership, links
to upcoming events or webinars, personalinsights or frameworks you've created.

(05:19):
So when you finish a conversation.
You're not trying to pullsomething from thin air.
You already have a menu of meaningfultouch points ready to go, and this becomes
part of your ongoing recruiting rhythm.
Every week you look at youractive pipeline and ask, who do
I need to reengage and what pieceof value can I deliver to them?

(05:39):
You do that consistently.
People will start to see you, not as arecruiter, but as a resource, and when
the time comes for them to make a move.
Guess who's top of mind?
Here's your challenge.
Stop winging follow up.
Start pre-framing it,start planning for it.
Start leading with valueinstead of vague check-ins.

(06:02):
You're not being annoyingwhen you're being intentional.
That's all I've got for you today.
Go put this into practice and I promiseyour follow-ups will stop falling flat
and start turning into future hires.
We'll see you next time righthere on recruiting conversations.
Want more recruiting conversations?
You can register for my [e-mail].

(06:25):
If you need help creating your ownunique recruiting system, you can book
a time with [e-mail].
I.