Creating Lists

Lists help you organize and manage your LinkedIn prospects efficiently. This guide will show you how to create, manage, and optimize your prospect lists in Ozzi.ai for better pipeline management.

What are Lists?

Lists are collections of LinkedIn candidates that you can organize based on different criteria such as:

Job roles: Frontend Engineers, Product Managers, DevOps Engineers
Seniority levels: Junior, Mid-level, Senior, Lead
Locations: San Francisco, New York, Remote candidates
Campaign status: Active, Contacted, Responded, Interviewed
Response rates: High responders, Low responders
Skills: React developers, Python engineers, UX designers

Creating Your First List

Step 1: Access the Lists Section

Open the Ozzi.ai side panel on LinkedIn
Click on the Lists tab
Click Create New List

Step 2: Configure List Settings

Name your list: Choose a descriptive name (e.g., “Senior Frontend Engineers - SF”)
Add description: Provide context about this list’s purpose
Set criteria: Define the filtering criteria for this list
Choose tags: Add relevant tags for better organization

Step 3: Add Candidates to Your List

There are several ways to add LinkedIn candidates:

Manual Addition

Browse LinkedIn profiles
Click the Ozzi.ai extension icon
Select Add to List
Choose the appropriate list

From Message Generation

Generate a message for a candidate
After sending, add them to a relevant list
Track their response status

List Organization Strategies

By Role and Seniority

Create separate lists for different positions:

Engineering Lists:
├── Senior Frontend Engineers
├── Mid-level Backend Engineers
├── Junior Full Stack Developers
└── Engineering Managers

Product Lists:
├── Senior Product Managers
├── Product Owners
├── UX/UI Designers
└── Product Analysts

By Campaign or Timeline

Organize by recruiting campaigns:

Q1 2024 Hiring:
├── Frontend Engineers - Immediate
├── Backend Engineers - 3 months
├── Product Managers - 6 months
└── Designers - Future

Special Projects:
├── AI/ML Engineers - Project Alpha
├── DevOps Engineers - Infrastructure
└── Security Engineers - Compliance

By Response Status

Track candidate engagement:

Active Pipeline:
├── Not Contacted
├── Message Sent
├── Responded - Interested
├── Responded - Not Interested
├── Scheduled Interview
└── Hired

List Management Features

Tags and Categories

Use tags for cross-cutting organization:

Status Tags: Active, Contacted, Responded, Interviewed
Quality Tags: High Priority, Medium Priority, Low Priority
Source Tags: LinkedIn Search, Referral, Inbound, Conference
Timing Tags: Immediate, 3-Months, 6-Months, Future

List Actions

Perform operations on your lists:

Duplicate Detection: Automatically identify and merge duplicates
Export: Download your lists in various formats
Archive: Remove old lists while keeping the data

List Analytics

Track list performance:

Response Rates: How well each list performs
Engagement Metrics: Opens, clicks, and responses
Conversion Rates: List-to-interview conversion
Quality Scores: Candidate match quality

Best Practices

Naming Conventions

Use clear, consistent naming:

Include role and location: “Frontend Dev - NYC”
Add date for time-sensitive lists: “Q1 2024 - DevOps Engineers”
Use prefixes for campaigns: “Campaign A - Senior Designers”
Include seniority level: “Senior Product Managers”

List Size Management

Keep lists focused (50-200 candidates ideal)
Create separate lists for different campaigns
Regular cleanup of inactive candidates
Archive old lists to maintain organization

Data Quality

Verify contact information before adding
Keep notes and tags updated
Remove candidates who’ve opted out
Regular data maintenance and cleanup

Advanced Features

Advanced list features will be available in future updates.

Integration with Targets

Integration features between lists and targets will be available in future updates.

Common List Scenarios

Startup Hiring

For startups with multiple roles:

Create lists by department (Engineering, Product, Sales)
Subdivide by seniority level
Track urgency and timeline
Monitor response rates by role type

Enterprise Recruiting

For larger companies:

Create lists by business unit
Organize by location and remote preference
Track diversity and inclusion metrics
Monitor time-to-hire by list

Agency Recruiting

For recruitment agencies:

Create lists by client
Organize by role and seniority
Track client-specific requirements
Monitor placement success rates

Troubleshooting

Common Issues

List not updating: Check your filter criteria and refresh Duplicates appearing: Use the duplicate detection feature Poor organization: Review your naming conventions and structure Low engagement: Analyze list performance and optimize

Getting Help

Check the Adding Profiles to Lists guide
Review List Management
Contact support for technical issues