Great outreach isn’t just about creativity – it’s about data-driven decisions. Don’t just throw a message out there and hope it sticks. A/B testing helps you uncover what actually works with your audience by comparing two variations of the same message. Even small tweaks can make a big impact on open rates, responses, and conversions.
Let’s walk through a couple of real examples, show you how to run your first A/B test and help you start generating better results – fast.
👋 Why A/B Testing Matters
Recruiters are often one great message away from a booked call – but knowing what message gets that reply? That’s where A/B testing comes in.
By experimenting with small changes – subject lines, openings, questions, or personalization – you’ll learn what really moves the needle in your outreach.
This guide gives you real examples, plus a simple way to start testing today.
Test #1: Personalization Performs
One of our SDRs here at SourceWhale wanted to know: Does real personalization move the needle?
So, they ran a simple A/B test using a P.S. line in their email outreach:
- Email A included a personalized P.S. tied to the individual:
P.S. Saw you lived in NYC for 2 years – where sells the best pizza?
- Email B included an industry-relevant but not personalized P.S:
P.S. Lots of agencies we speak to are exploring automation right now.
The result?
Over 100% increase in response and interested rate for Email A. Personalization is key.
Test #2: Same Content, Different Structure
In our second example, the message content stayed the same – but the order was changed.
Email A started with a data point and then ended with a question.
- Email B reversed the order:
Led with a compelling question:
“Do you think lack of follow-up is causing you to miss out on business?”Then followed with data:
“Our data shows most consultants only follow-up twice…”
The result?
Email B (question first) dramatically outperformed email A. Leading with a question drives more engagement. Curiosity wins.
📧 How to Run Your Own A/B Test
Running your own A/B test is one of the simplest – and most effective – ways to uncover what’s resonating with your audience. Whether it’s your subject line, opening sentence, or CTA, small tweaks can lead to big results.
This quick guide walks you through how to run a lean, insightful A/B test in just a few steps – no fancy tools or massive lists required.
- Pick a Focus
Choose one element to test: subject line, opening sentence, CTA, sign-off, etc. - Segment a Small Audience
Use a group of 40–100 contacts with similar roles, industries, or seniority. - Send Two Versions
Keep everything else the same—only change one variable. - Track Metrics
Focus on: Open rate (subject lines) / Reply rate (copy) / Interested rate (overall intent).
💡A/B Test Ideas for Recruiters
Here are more examples recruiters can start testing today:
1. Subject Line Test
- A: “Quick question about your hiring goals”
- B: “Your next top hire might be in my inbox”
2. Opening Line Test
- A: “Saw you’re scaling your sales team – impressive growth!”
- B: “I help scale sales teams for Series A tech companies – thought I’d reach out”
3. Call-to-Action Test
- A: “Would you be open to a quick intro call?”
- B: “Can I send over 2 example profiles to show what I mean?”
4. Signature Personalization
- A: Standard sign-off
- B: Sign-off includes a Calendly link + recruiter’s photo
🧠 Pro Tips for Testing Success
- Only test one variable at a time so you know what made the difference.
- Use a sequencing tool (like SourceWhale) to A/B test at scale and track results automatically.
- Repeat and refine: What works for one audience may flop with another – keep testing.
- Document your learnings to build a playbook for what performs best in your niche.
📝 Try It Yourself
Pick 50 leads and test something new – whether it’s how you open, close, or personalize your message. You might double your responses like our SDR did.
A/B testing isn’t just for marketers. It’s for every recruiter who wants to stand out, cut through the noise, and book more meetings.
