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Email subject lines can make the difference on whether or not your email gets opened, or even noticed, in a crowded inbox. See what it takes to craft great ones time and time again in this post.

In any relationship, your opening line sets the tone for what’s to follow and emails are no different. Your subject line communicates your email’s value to the recipient and encourages them to read further and, potentially, to engage with your brand on a deeper level by responding to your call to action (CTA).
A poor subject line is more than just bad: It can contribute to your email being marked as spam, dinging your reputation with your customer and search engines. In fact, 69% of email recipients report email as spam based solely on the subject line.
Even if your subscribers don’t report an email as spam, people typically look to the subject line to determine whether or not to open the email at all. And even in a post-MPP world where open rate tracking is less reliable, you should still be following subject line best practices.
Clever, attention-getting email subject lines can increase engagement and keep your emails where they belong — in the inboxes of your prospects and customers. That’s why it’s important to focus on your subject lines as an important part of your email marketing campaigns, instead of leaving them as a last-minute item to be completed right before you hit send.
In this post, we’re going to give you some email subject line best practices, and show you some examples of subject lines that really work.

How to write your best email subject lines
Before we look at some specific examples of great email subject lines, let’s review what goes into making a subject line that resonates with the recipient.
To stay on target, you must:
1. Get the length right
You’ll need to do some testing to determine the optimal length for your customer base, but guidelines show that the sweet spot is a subject line that’s between 6 and 10 words in length.
A few more words or a few less doesn’t won’t adversely affect your results too much, but too many words (over 20) or no words at all will cause a problem.
2. Exclude the word “newsletter”
Do not, under any circumstances, use the word “newsletter” in the subject line of your email. Statistics show that email open rates go down by almost 19% when this word appears in the subject line.
That’s typically because people think of traditional newsletters as boring rather than full of valuable content, as yours will be. So, even if you are, indeed, sending a newsletter, don’t mention that. Mention the value content packed inside the email itself.
3. Use A/B testing
One great way to make sure the subject line you craft is a winner is to conduct A/B testing over a few variations of subject lines. You can test word length, humorous tone versus something more to the point, word choice, or any other number of factors.
Once you’ve seen what type of subject line your audience likes and responds to most, you’ll be on your way to the best opens and engagement you’ve seen from an email marketing campaign yet.
4. Avoid spammy words, special characters, and SHOUTING
You want to keep your sender reputation pristine, and that means staying out of the spam folder. Nothing says “spam” to email recipients and internet service providers more than special characters (#%*@) and messages in ALL CAPS. At best, these will earn you an unsubscribe. More commonly, they’ll end up right in the spam folder.
Some commonly used spam words include:

Apply now
Auto email removal
Billion
Cash bonus
Cheap
Compare rates
Credit
Double your income
Earn $
Earn extra cash
Eliminate debt
Explode your business
Extra income
F r e e
Fast cash

Avoid the most common spam words and you’ll keep your subject lines out of trouble and your email out of the spam folder.
Oh, and don’t use too many exclamation points, either.
5. Consider all the options
There are many ways to approach email subject lines, from short and sweet, to personal, to keyword-specific, and more. Determine which of the many choices most closely fits your brand’s personality and your audience’s preferences and then craft away.
Some typical types of subject lines include:

Urgent
List
Controversial
Trending topic
Scarcity
How-to
Question
Local
Clever/catchy
Personal
Short and sweet
Sneak peek
Offer
Statistics
Command
Keyword

Explanations on how to craft each and every one of these can be found here.
6. Don’t shy away from emojis
When emojis were first introduced, it may have been pretty controversial to include them in an email subject line, but those days are long gone.
Time and time again, studies find that using emojis in subject lines is likely to higher open rates, and savvy email marketers are taking advantage of this.
You’ll want to be careful with how you use them, though. Too many emojis can come across as spammy, and depending on the tone of the email itself (like a transactional email, for example), they might be inappropriate.
You’ll also want to test your emojis across email clients and mobile devices as well, as they may render differently across each.
But, as long as you use them with caution and make sure they fit with the overall tone of your email and brand, emojis can be a great addition. And for a deep dive into emoji best practices, be sure to head here!
7. Remember to add preview text
If your email’s subject line acts as the title of your email, then the preview text is like the subtitle. It’s that small bit of text after the subject line that displays in your email subscriber’s inbox before they click into the email.
If you don’t customize your preview text, it’ll just pull from the beginning of your email. This is fine, but if you really want to make your email the best it can be, try to add some preview text that gives your email extra value.
Preview text gives you extra space to play off of your subject line, tease the email content, and capture your subscriber’s attention — make sure you make the most of it!
Good email subject lines are good on their own, but great email subject lines have preview text that plays along with them.
7 great email subject line examples and best practices
Now that we’ve walked through the basics and given you plenty of references to whip up subject lines of your own, let’s take a closer look at some examples, and the subject line best practices that make them work.
1. Make them timely
Giving subscribers information they need when they need it helps boost open rates and email marketing success, as these subject lines show.

Image: StudioJPilates
These four newsletter subject lines prove that timeliness is important when bringing information to subscribers. None of these subject lines are over-the-top clever, but they all performed well because the recipients wanted to receive the information offered.
Automation is key to delivering the right messages at the right time. Simple automation sequences like a welcome email series or an abandoned cart email are some of the most high-performing emails you can send because they happen when you have the reader’s attention.
2. Make them specific
Sharing location-specific information tells your subscribers you’re paying attention to them.

Most people have an innate curiosity about events in their local area, so using email subject lines like these can garner more clicks.
3. Use your numbers
Sometimes numbers speak louder than words because they make information quick and easy to digest.
Take a look at this example:

Image: Newoldstamp
Not only does that subject line offer a clear benefit to the recipient, but it also has an actual person sending it. Having a person’s name in the sender field rather than the email looking like it came from an impersonal company or batch name increases the chances your newsletter will be opened and read.
4. Use targeted subject lines for segmented audiences
Segmented email campaigns achieve 760% more revenue than those that are just blasted out to your entire email list.
You can break your audience into groups based on any number of factors, including:

Geographical location
Age
Gender
Industry
Buying habits
Hobbies
Employment

Of course, you can use your email marketing to accomplish this task and then craft laser-focused email subject lines to wow your segmented groups and make it more likely that they open emails.
Some great examples of subject lines that appeal to highly targeted audience segments include:
Image: Mequoda
Delving deep into the interests and pain points of your audience will help your marketing team develop subject lines that pique curiosity and boost open rates.
If you’re doing a really good job of segmentation, you may be able to send email subject lines like the following:

Image: Yelpwifi
Being able to let customers know you appreciate their patronage is invaluable. And if you’re able to send them a personalized subject line, it’ll catch their attention immediately.
5. ‘Tis the season
The holidays are a great time to send an email newsletter because people are looking for holiday savings as well as gift ideas.
Here’s a list of fantastic holiday-themed ideas for your subject line this season:
Image: Mequoda
To show how easy it is to incorporate these buzzwords in your next campaign, check out this next example:

Image: Mequoda
If you combine these subject lines with personalization and segmentation within your content, your results will be even better.
6. Surprise them
Who doesn’t love a surprise? One great way to increase your newsletter open rate is to hint at a surprise inside.
You can use your subject line as a teaser:

Image: StudioJPilates
Or, you can give a bigger hint, like letting subscribers know what kind of content they’re going to receive in your newsletter:

Image: SearchEngineLand
Giving your audience little treats like 3D content, infographics, guides, and floor plans make opening up your newsletter like opening a gift,  a great way to increase your value in their eyes.
7. And finally, FOMO
FOMO, or Fear of Missing Out, is a great way to get subscribers invested in opening your email newsletter.

Image: Yelpwifi
The greater sense of urgency you can deliver with your subject line, the more likely subscribers will be to want to see what your brand has in store for them. Terms like “last chance”, “expiring”, or “limited time” are great for inspiring urgency, particularly among eCommerce businesses who are sending an offer along.
Just be sure to deliver what your tagline promises. Opening an “urgent” email to discover there’s no real urgency in the email body will backfire on your marketing campaign and leave your audience annoyed. You might see a solid open rate, but your click-through rates and customer experience will suffer.
Wrap up
Few mediums in the digital marketing landscape are as personal as email. It’s a perfect channel for building trust and confidence between your subscribers and your brand. Giving your subscribers information they need and want will help position your business as the go-to for value, whether that value is in the form of content, products, or services.
To get to that point in your relationship with subscribers, however, you need to get your content in front of your subscribers. That means getting it past the quick inbox skim that most people do when managing their daily overload of emails.
While writing a basic subject line can be relatively easy, crafting one that amps up the opens and gets your material read again and again is a bit trickier.
We’ve given you a whole batch of high-performing, high-quality email subject lines that can serve as inspiration for your next email marketing campaign to help your email newsletter find pride of place as an inbox regular.
Editor’s note: this post was updated for accuracy and freshness in November 2021.
The post Email Subject Line Tips and Best Practices for 2022 (with Examples!) appeared first on Campaign Monitor.

To determine what causes employees to leave — and to create a better, happier employee experience moving forward — it’s critical you conduct productive exit interviews.
In this post, you’ll learn everything you need to know about exit interviews, plus the best questions you should ask. We’ll also go over an exit interview form template that you can copy and paste into a document and reuse for future interviews.

What is the purpose of an exit interview?
The purpose of exit interviews is to get valuable insight from employees who are leaving your company. When conducted correctly, these interviews tell you what, if anything, could improve about your company culture. You’ll then be able to improve moving forward and drastically reduce employee turnover.
Why are exit interviews important?
According to a study conducted by The Society for Human Resource Management (SHRM), on average it costs a company between six to nine months of an employee’s salary to locate and train a replacement for them. So if the employee who’s leaving makes 60K, that can work out to anywhere between 30K and 45K in recruiting and training costs.
Undoubtedly, a high turnover rate can hurt your company financially. Additionally, a high turnover rate can lead to less productive teams, and lower employee morale overall.
Luckily, you can reduce turnover rate by using the feedback you get from exit interviews. Many employees who are leaving can help you determine areas for improvement and provide valuable feedback. Additionally, it can be helpful to identify consistent patterns of discontent to figure out larger organizational issues.
For instance, let’s say you hire a new marketing director, and a year later, you see a severe increase in turnover rates. Out of 15 employees, only seven from the prior year remain. Undoubtedly, this change impacts your team’s productivity and morale, and leave you nervous about the future of your department.
So how do you figure out what’s going wrong, or how your marketing director can improve their performance to ensure higher job satisfaction for their team?
The answer is conducting an exit interview for every person who’s leaving. You’ll find out what your marketing director is doing wrong and help them improve in their leadership role.
You’ll also improve morale because you’ll show employees that you care about their experience. You’re not just letting people leave — you want to know why they’re leaving and stop anyone else from doing the same thing.
To ensure you’re asking the right questions during exit interviews, take a look at the questions you should ask below and what to look for in an answer.
1. How long have you been considering leaving our company?
This is a simple question that will tell you whether this was a rash decision or a decision that happened over time. If it seems sudden, then it was likely caused by a certain event, and you’ll be able to better tailor your questions to get to the motive behind the employee’s decision.
What to Look For
Look for a time range. A year versus a month is a big difference. Determine whether any major company changes happened at the time they considered leaving — an acquisition, a change in management, and so forth.
2. How did the job match expectations?
The job may have perfectly met the employee’s expectations, or maybe it wasn’t exactly what they were looking for when they were thinking about the next step in their career. Regardless, this question will help you determine where you could be clearer in your job postings and in your company image.
What to Look For
Listen for “I thought I would be doing more of X” or “I was looking more of an X type of company.” This will help you better refine your job postings and the way you represent your business online. If an employee was looking to work at a startup and you’re an enterprise firm, you’ll want to screen future candidates for these expectations.
3. What reason primarily describes your reason for leaving?
Was it a change in lifestyle, a career change, or a better opportunity elsewhere? While the last option may seem like the most common and useful answer, a change in lifestyle — such as becoming a stay-at-home parent — could tell you where else you could improve.
For instance, you could offer paid parental leave so that your employees no longer have to choose between their jobs and their children. Or if they’re switching careers, you could offer more interdepartmental mobility to current employees, so they don’t feel stuck in one role.
What to Look For
Dig into the specific reason for their leaving without letting the employee dive into anecdotes or frustrations. Focus on what attracted them to the new opportunity, new career, or new lifestyle, and use those answers to figure out what you could offer your current employees.
4. If you have accepted a new position, what is most attractive about your new role?
This is a fantastic follow-up to the last question if the employee has already accepted an offer elsewhere. It also helps you dig further into what convinced them to leave the company and see where, if anywhere, you may fall short.
What to Look For
Listen for standard answers such as “pay,” “benefits,” “industry,” and “location.” Only note those that you can improve. For instance, you can’t really move offices or change your industry.
5. What did you like most about your job?
Give yourself a chance to breathe — and your employee, too — by focusing on the positives. That way, you don’t accidentally overhaul the things that work. If the employee answers that they loved the people they worked with, for instance, continue attracting top talent to your firm.
What to Look For
Listen specifically for the people aspect and the project management aspect of this answer. If the employee loved the projects they were working on or the people in their team, you’re doing the core things well. If they only mention surface-level things, such as the snacks or the free parking, you’ll want to revise your recruiting strategy.
6. What did you dislike about your job? What would you change about your job?
This is your opportunity to truly dig into what prompted the person to leave as it pertains to their role. Employees will likely “skirt around” the true reason here — or they may launch into an anecdote. Either way, listen carefully, and remember that this is only one employee’s experience. Only when you see repeated patterns do you need to take action, which is why it’s important to ask the same questions every time.
What to Look For
Search for answers that allude to the people in the team, because as the old saying goes, people don’t quit companies — they quit managers. If they don’t directly mention a person, listen for emotional words that show how the employee felt working in that team, which would show how the team operates under its manager.
7. How would you describe the culture of our company?
With this question, you can identify the gaps between your employees’ experience and the culture you aim to promote. Hopefully, you’ve already defined an organizational culture that upholds your values. (Pro tip: If you’re in need of inspiration, you can take a look at our Culture Code and steal some ideas from there.)
What to Look For
Don’t look for direct antonyms to what you’ve defined as your culture, because employees won’t be as up-front. They might use seemingly positive terms, such as “fast-paced” or “structured,” but these may hint at a high level of stress and a sensation of immobility. Listen carefully for these seemingly positive adjectives.
Don’t let it stop here. To ensure you’re employing best practices to get optimal feedback from your employees, take a look at our exit interview form template. It includes even more exit interview questions that will help you understand why the employee is leaving.
Exit Interview Form Template
Once an employee has given their resignation letter, you’ll want to send them a form with some (or all) of the following questions. Give them time to submit their answers through the form before meeting with them to discuss their answers, face-to-face.
Below are some of the questions you’ll want your exit interview form to include. Simply copy and paste them into your preferred word processor.

Exit Interview Form
1. How long have you been considering leaving our company?
2. How did the job match expectations?
3. What reason below primarily describes your reason for leaving?
a. New industry (significant career change)
b. Compensation
c. More opportunities for learning and growth
d. Personal Reasons
e. Manager / leadership quality
f. Day-to-day work environment / culture
4. If you have accepted a new position, please select all the items that are more attractive about your new role:
a. Better pay
b. Better culture
c. Better location / commute
d. Different industry
e. Manager
f. Better work-life balance
g. More career advancement opportunities
5. What did you like most about your job?
6. What did you dislike about your job? What would you change about your job?
7. How would you describe the culture of our company?
8. How would you describe the general atmosphere in the office?
9. The quality of supervision is important to most people at work. How was your relationship with your manager?
10. What could your supervisor do to improve their management style and skill?
11. We try to be an employee-oriented company in which employees experience positive morale and motivation. What is your experience of employee morale and motivation in the company?
12. Please provide any context to further describe your reasons for leaving. Was there an event that led to this decision?
13. What were your reasons for joining our company originally? How have your feelings changed?
14. Do you believe your manager supported your professional development?
15. What are 1-2 things our company could do to promote a better workplace?
16. Please provide context and any additional feedback you’d like to provide on your manager.

How to Conduct an Exit Interview
Now that it’s time to conduct the interview, you’ll want to take the following steps to make sure the conversation is productive, amicable, and neutral.
1. Send the exit interview form to the soon-to-be ex-employee.
First, send the person who is leaving a form or document with your standard questions. This would happen the same week that they put in their resignation letter — ideally within one to two days. They should already know a form is coming their way, because you would have expressed that verbally.
2. Choose an interviewer and set up the meeting.
After you’ve given the employee time to thoughtfully respond, it’s time to choose an interviewer and set up an in-person meeting.
The interviewer should be an unbiased third party, such as a staff member from your HR team. Don’t set up the exit interview meeting with their manager or with anyone whom the person has worked with before. This may impair their ability to be honest during the interview.
3. Ask the same questions in every exit interview.
Ensure you ask the same questions in each exit interview so you can gather actionable data and insights.
Prepare a handout for yourself that prompts you to jot down similar notes for every person you or your HR staff member interviews. If all of the notes are highly disparate or seemingly disconnected, it will be difficult to glean insights and improve moving forward.
4. Keep the tone of the conversation neutral.
In person, do not ask targeted questions regarding specific people or departments — keep your questions general and don’t input your own opinion into the conversation. Don’t prompt the employee to over-share about their frustrations with the job.
This is not constructive to you as a company. Rather, you want to find out areas of improvement in more general terms, so that you can create company-wide change.
If the employee only gives personal anecdotes, that would only help you create a better experience for them. The problem is that they’re already leaving. What you want to find out is how you can improve the employee experience for those who are staying.
5. Distill the answers into insights.
Identify patterns you see from different exit interviews, and use that data to draw conclusions on which feedback you should use to improve the employee experience moving forward. As mentioned, take similar notes for each exit interview. To make it easier, you could use a survey software that helps you collect the employee’s written answers.
Exit Interview Best Practices
Ultimately, an exit interview doesn’t just help you understand why your talent is leaving — it also helps you ensure you can implement strategies or cultural changes to improve the satisfaction of employees who stay.
However, it’s not always easy to discern what a highly productive exit interview looks like.
To learn more about exit interview best practices, I spoke with Winston Tuggle, an HR Business Partner at HubSpot. Here are some of the best practices he suggests.
1. Always ask the same questions.
When it comes to exit interview best practices, Tuggle suggests, “For conducting productive exit interviews, I think one key is asking the same questions of all people who leave. This structure allows us to codify the exit responses so we can extract actionable data around why people are leaving, and how we can improve the employee experience.
We do this by having a standard exit interview form that leavers submit, and then have an unbiased third-party follow up in-person to go deeper on the answers the person filled out in the exit interview. Exit interviews aren’t necessary unless you plan on using them to gather as much data as possible that can be coupled with employee survey data to understand the employee experience.”
2. Understand the “why” behind the person’s resignation.
Tuggle also notes, “[It’s critical you understand] the ‘why’ behind someone leaving … to gather trends over time. As an HR team, it helps us to not overreact to one person’s experience and conversely helps us identify trends that we can proactively address before they lead to more unwanted attrition.”
3. Explain the purpose behind the exit interview.
It’s important you explain the purpose behind the exit interview to each employee before you begin. You might say, “We hope to use your feedback to continuously improve our culture and business processes, so we are interested in your honest opinion on how your experience has been.” That way, they don’t feel they’re taking part in a conversation that won’t be used to create change.
4. Ensure interviews stay confidential.
You’ll also want to make sure your exit interviews are confidential between the HR team and employees. While data or general insights can be used to improve employee experience and should be shared with leadership, your employee needs to know their exact complaints won’t reach their old manager or coworkers.
5. Thank the employee for their time.
Finally, be sure to thank your employee for taking the time to provide feedback during an exit interview. While one individual likely can’t pinpoint issues regarding an entire team or department, you’ll likely see commonalities over time that can help you determine how you can improve your workplace for the long-run.
Exit Interviews Will Improve Your Company Culture
Exit interviews are the key for improving your business from the inside out. Knowing what makes some employees leave can help you keep the employees you already have. As a result, you’ll improve your company culture, reduce turnover, and boost productivity — leading to a better and better workplace over time.
Editor’s note: This post was originally published in January 2019 and has been updated for comprehensiveness.

In 2020, the number of monthly active users on Facebook was 2.74 billion.
Based on that statistic alone, it goes without saying that marketers need to be on Facebook.
And they are — in fact, in 2020, there were 10 million active advertisers using Facebook to promote their products and services.
But how can you ensure you’re targeting your unique audience while also breaking through the noise of all of the other ads on Facebook?
With the help of Facebook ad software.

Facebook Ad Software
Facebook ads are an effective way of getting in front of your target audience on the platform.
In this article, we’ll review 1) what Facebook ad software is, 2) why it’s important, and 3) popular ad tools to choose from.

Benefits of Facebook Ad Software
Here are examples of the beneficial features you get from using Facebook ad software.

Targeting and customer segmentation to help you reach your audience based on their behaviors, characteristics, and traits (e.g. location, demographics, age, past actions or purchases, languages).
Automation to expedite the processes of creating and sharing ads, data collection, and reporting.
Reporting to share, visualize, and analyze all of your Facebook ad and contact data.
Customization to create ads and CTAs that help you achieve your specific goals.
Ad creation for different points in the buyer’s journey and for new and returning leads/ customers.
Integrations to connect your Facebook ads and data with other business, marketing, and social media tools.

By incorporating Facebook ad software in your strategy, you’ll have the ability to tap into the benefits listed above and more.
1. HubSpot Ads Software

Best Facebook Ads tool for: Managing and creating personalized Facebook ad campaigns all within your CRM/ HubSpot.
Price: Free, $45/mo Starter, $800/mo Professional, $3,200/mo Enterprise

With HubSpot Ads Software, you can use your CRM data to create and optimize customized and highly personalized ads for your target audience. Report on those ads to determine which are converting audience members into paying customers.
HubSpot offers direct integration with Facebook, LinkedIn, Google, and Instagram so you can easily create, share, manage, and report on your ads all through one tool. Report on the ROI of individual ad campaigns across Facebook and those additional platforms.
HubSpot also has automated lead follow-up — meaning, once your ads do what they’re supposed to (convert leads!), it automatically saves their contact details and routes those leads to the right reps on your team.
Pro Tip: Use HubSpot Ads Software to manage and personalize your Facebook Ads with your CRM data.
2. Facebook Ads

Best Facebook Ads tool for: Creating ads tailored to your target audience within Facebook on a pre-determined budget.
Price: You determine the price of Facebook Ads by deciding 1) how much you want to spend on your ads or 2) the cost of each result of your ads.

Source
Use Facebook Ads to tailor ads to your target audience by first selecting your business type and goal.
Facebook makes it easy to then create, publish, and edit ads, as well as track and share their performance across any of their platforms (e.g. Facebook, Messenger, Instagram, etc).
Customize ads by selecting one of the six available formats as well as the specific audience you’re going after based on their behaviors, characteristics, demographics, and more on the platform.
Stick to your ad budget on Facebook by setting a daily and/or lifetime budget and determining the amount of time your ads will run. As a result, you’ll only spend the amount you set aside on your ads.
3. Qwaya

Best Facebook Ads tool for: Ensuring your target audience sees fresh ads on Facebook using the tool’s automatic ad rotation feature.
Price: Plans starting at $149/mo

Qwaya is an ads tool for Facebook and Instagram. It allows you to identify the right audience segments for your ads with A/B testing and targeting criteria. The tool makes it easy to test ad types, ad placement, text, images, and more on Facebook.
Qwaya automatically manages your audience segments and ads for those segments¸— ads and audiences are placed in a “campaign and ad set” folder structure to keep all information organized accordingly. You can also automate the process of running your ads when your target audience is most likely to be on the platform (e.g. certain time of the day and/or week).
4. AdEspresso

Best Facebook Ads tool for: Split-testing Facebook ads and saving the most successful ads and creative elements for easy, future access.
Price: Plans starting at $49/mo (billed annually) for a $1,000/mo spend limit.

AdEspresso is an advertising platform by Hootsuite with features for ad creation and management across Facebook, Instagram, and Google Ads.
By making it easy to split test all aspects of your Facebook ads (e.g. creatives, headlines, images), AdEspresso helps ensure they’ll reach and resonate with your target audience so you can increase conversions.
Once you determine which Facebook ads work best through split testing, save ads and creative elements in the tool for easy access across your team.
You can also bring your product catalog into AdEspresso to create dynamic ads for your individual products that are tailored to your audience. These relevant product ads will then be placed in front of your audience when they’re most likely to convert.
5. SocialPilot

Best Facebook Ads tool for: Using a single social media marketing platform for Facebook ads and “boosting” those ads to increase their reach.
Price: Plans starting at $25.50/ mo for 10 social media accounts and one user.

Source
SocialPilot is a social media engagement platform with a tool meant specifically for Facebook ads. With this tool, you can create, schedule, and manage your Facebook ads.
With audience targeting, customizable CTAs, and dynamic ad content, SocialPilot helps you create Facebook ads that generate high-quality leads.
Use the “Boost Posts” feature (paid ads offered by Facebook) to increase the reach of your ads. Once you create your ad, select your audience, and set a budget, SocialPilot will publish the ad and immediately “boost” it for you to increase reach among your target audience.
Additionally, if the platform believes you’ve scheduled an ad that would do especially well with a “boost”, SocialPilot will give you that suggestion.
6. Revealbot

Best Facebook Ads tool for: Merging multiple actions into individual automations to save you time and increase productivity when it comes to your Facebook ad strategy.
Price: Plans starting at $83/mo for maximum ad spend of $10,000/mo.

Revealbot is a Facebook ad automation and management tool. Use the drag-and-drop automation builder to establish automation for all parts of your Facebook ad strategy — you can set more than 20 actions for single automation to save you time.
Connect your external marketing and ad data to Revealbot to report on and analyze ads while maintaining a holistic view of your data.
Track and analyze ad data you care most about by creating unique and/or customized metrics and timeframes in your conditions. You can also use comparison conditions to compare and visualize metrics to better understand the performance of your ads.
7. Madgicx

Best Facebook Ads tool for: Using artificial intelligence (AI) to optimize and automate your Facebook ads.
Price: Plans starting at $49/mo for up to $1000/ mo ad spend.

Madgicx is an AI-powered, omnichannel advertising platform with a Facebook ad optimization and automation tool. Over 100 audience targeting options exist to help you develop a customized advertising strategy that covers every stage of the funnel.
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It’s common for people to visit websites without converting — maybe they’re conducting product research, educating themselves on your brand, or weighing out the advantages of your product versus one of a competitor.
All of these actions are normal but they’re not always ideal for your business — you want those visitors to stay on your site and convert (e.g. provide their contact details, sign up for your newsletter, or make a purchase).
One way to help accomplish this — and avoid customers coming and going without converting — is with the help of exit intent pop ups.

In other words, exit intent pop ups know when one of your visitors is about to leave your website — they serve a visitor a valuable offer/ message that’s designed to keep them on the page (and, hopefully, influence them enough to convert). 
How do exit intent pop ups work?
Imagine a visitor is on your ecommerce site — they’re browsing your product line. They then decide they want to exit the web page they’re on and they move their cursor out of the frame/ boundaries of your website. But a pop up appears with an offer (e.g. coupon code, free ebook, free trial, etc.) that they stay on the page to read. They click your CTA and convert in the way you intended them to.
So, exit intent pop ups make it possible to retain visitors on your site for longer periods of time, increase conversions, decrease cart abandonment rates, grow your email subscriber list, and more. 
What about exit intent pop ups on mobile sites?
Your target audience is bound to browse your site via mobile device. But if exit intent pop ups work by tracking cursor movements, then how does this strategy work on mobile devices? 
Exit intent pop ups will often appear on mobile devices after one of two actions are completed by visitors. 
1) A visitor scrolls down your web page at a normal pace, but then rapidly scrolls back up to the page. 
2) A visitor presses the “Back” button on the screen. 
How to Implement Exit Intent Pop Ups
The easiest way to implement exit intent overlays on your web pages is with the help of a tool specifically designed to do just that.
Let’s take a look at the features and benefits you can get out of one of these tools by looking at an example.
Exit Intent Pop Up Software: HubSpot Exit Intent Forms

Price: Free forever, $45/mo (Starter), $800/mo (Professional), $3,200 (Enterprise)
HubSpot’s Exit Intent Forms track visitor mouse movements and clicks on your website and then display your form when visitors appear to be leaving. In addition to showing your customized exit intent form, HubSpot can send automated emails (e.g. cart abandonment) and re-engagement campaigns or content.
Implementing exit intent forms with HubSpot is simple and quick — you simply embed your exit intent messaging on your website. HubSpot also allows you to customize your message, theme, and pop up timing.
With HubSpot, you can also:

Customize your exit intent form’s location, branding, and messaging.
Trigger email campaigns once visitors leave your website to reengage them.
Integrate with your other systems for marketing, forms, and meeting scheduling without the need for additional development (e.g. Zapier, Shopify, WordPress, etc.).

Other tools on the market to help with exit intent pop ups are Optinmonster, Sleeknote, and Informizely.
Why would you use an exit intent pop up?
When they’re used and shared on the right web pages at the right time, exit intent pop ups are an effective strategy for increasing revenue. This is because they help you lower cart abandonment and increase retainment, form submissions, and subscriptions on your website.
To better understand how exit intent pop ups work, put yourself in the shoes of your website visitors for a moment. Imagine you’re browsing a website with a specific product that you like and/or believe can help you resolve a challenge you’re facing.
But you then say to yourself, “Ehh, I’ll think about it and come back to this later.”
You move your cursor to the top of the screen to exit the page. But suddenly, a pop up appears on the screen — it’s a coupon for 20% off your first purchase.
You’re likely going to consider applying that coupon code and purchasing the product now, right?
Exit intent pop ups work by providing customers and website visitors with the value that they wouldn’t otherwise have had on the landing, web, or ecommerce page.
An important piece of information to note is that exit intent pop ups should be used when people haven’t already taken action — this feels redundant and impersonal to your visitors.
For instance, if someone already clicked your CTA to subscribe to your newsletter — which shares discount codes and information about product deals — then you shouldn’t show them an exit intent pop up with that offer.
Exit Intent Popup Examples
In this section, we’ll review some of the best exit intent pop up examples.
Best Exit Intent Pop Up Examples
Here are some of the best exit intent pop up examples for lead generation to inspire and guide your exit intent pop up creation.
1. Cart Abandonment Exit Intent Pop Up Example

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Why it’s effective: This cart abandonment exit intent pop up is effective because it appears on the page the moment someone who has an item in their cart moves their mouse towards the “exit” button on the screen.
Not only does it remind visitors that they are leaving items in their shopping cart, but it also asks for feedback about why the visitor is deciding to move forward without making a purchase.
This is unique and powerful because it shows visitors that the company cares about them on a personal level — they want to know their opinions, challenges, feedback.
These are the types of customer experiences that leave a good impression on visitors and leads even if they don’t complete a purchase. You’re offering them a personal experience that may lead them to come back in the future or promote your business among their networks by word-of-mouth.
2. Email/ Newsletter Subscription Exit Intent Pop Up Example

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Why it’s effective: The moment you scroll back to the top of the page and move your mouse out of Omsom web page’s framework, a bright exit intent pop up appears with a form so visitors can sign up for the Omsom newsletter.
The pop up is well-timed, on-brand and eye-catching (even for someone who has the intention of leaving the page), and clearly states the value a lead will get out of submitting the form (getting the latest brand information, recipes, tips, and “hot takes”).
3. Discount on Purchase Exit Intent Pop Up Example

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Why it’s effective: If you go to leave the Elaluz landing page an offer appears on the screen with a 15% off discount. Whether a visitor was thinking about moving forward with a purchase at that moment in time, the coupon is enticing for anyone on the site.
In addition to influencing purchase behavior with the coupon code, it also requires an email address — meaning those visitors who want the code must convert whether they use the code that day or not.
4. Exclusive Offer Exit Intent Pop Up Example

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Why it’s effective: When you go to leave Curls’ landing page, you’re shown an exit intent pop up that asks you if you’re leaving. It then succinctly tells the visitor what they’ll be getting out of submitting the form.
In addition to this exit intent pop up’s timing being effective, it’s also located in an ideal spot — it’s at the top of the page, where a visitor who’s leaving the page naturally has to move their cursor. Lastly, it’s unique because it makes the offer a surprise — visitors know they’re getting an “exclusive offer” but they don’t know exactly what that offer is which is exciting and enticing.
5. Resource Offer Exit Intent Pop Up Example

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Why it’s effective: When you’re on ActiveCampaign’s blog and you go to leave the page, an exit intent pop up appears with educational resources. It’s a free guide with six emails for your “welcome series”.
Not only is ActiveCampaign positioning itself as valuable because they have helpful information to share with their target audience, but the company is also positioning itself as a thought-leader in the industry.
Additionally, although the offer is free, visitors who want it have to submit their email address ¸— meaning, a new lead and contact for the business.
Other Ideas for Exit Intent Pop Ups
These aren’t the only five types of exit intent pop ups you can create and implement. You can offer your target audience anything you believe they’ll find valuable, whether it drives leads or not — here are some more ideas:

Free shipping
Contest entry
Blog subscription
Customer experience survey
Course or lesson
Customized offer of some kind based on past buying experiences
Product demo

Increase Conversions With Exit Intent Pop Ups
Exit intent pop ups are a simple yet powerful marketing and lead generation strategy. Once you implement them, you’ll be able to retain more audience members on your website and increase conversions and revenue.