The Hiring & New Hires Playbook

This play targets two of the strongest buying signals in B2B: companies actively hiring for a role your product touches, and new hires in their first 90 days. Both mean fresh budget and an open door. We source the signal, reach the right people fast, and anchor the copy to the role itself.

Why do hiring signals work?

Hiring activity is a public commitment to a problem. If a company opens a Head of RevOps role, they are admitting they need help with revenue operations. Job postings are the most public, structured intent signal in B2B, because companies do not post a role unless they have budget, headcount approval, and a problem worth solving.

New hires are even better. In their first 90 days, executives are evaluating their stack, looking for quick wins, and willing to take new vendor calls in a way they will not 12 months later. A new VP of Sales has 90 days to make their mark and budget to spend doing it.

How does the play run?

There are two angles inside this play, each with its own source, filter, and copy. Run them as separate campaigns, because the person you reach and the message they get are different.

	Angle 1: Company is hiring	Angle 2: New hire in seat
Signal	A relevant role goes live	Someone starts a new role in your buyer's function
Source	LinkedIn Jobs, Indeed, niche job boards, TheirStack	LinkedIn Sales Navigator, filtered to changed jobs in the last 90 days
Filter	Role title matches your buyer, posted in the last 30 days, company size matches ICP	Role match, seniority match, company match
Who to reach	The hiring manager AND the function leader two levels up	The new hire directly
Copy anchor	The open role and the ramp gap	The first-90-days evaluation window

Angle 1: Companies actively hiring

Reach the hiring manager, or the level above, the moment a relevant role goes live. Your offer becomes "here is how to get the new hire productive faster" or "here is how to compress the gap until they start."

The copy angle we run: "Saw you're hiring [Role]. Most teams in your spot end up doing [X] manually for 6+ months while ramping. Worth a 15-min look at how we automate that?" It works because it names the exact situation the buyer is living in that week, not a generic pitch. How you frame the ask matters as much as the signal, and we cover that in our CTA and offer ladder guide.

Angle 2: New hires in their first 90 days

Track LinkedIn for "starting a new role" announcements and job-change activity. The first 30 to 90 days is the highest-receptivity window in someone's career, so speed matters more here than anywhere else in outbound.

The copy angle: "Congrats on the new role. Most [Role]s in their first 90 days are evaluating [tools / playbooks / partners]. Worth comparing notes on what's working in [their industry] right now?" It positions you as a peer with intel, not a vendor with a pitch.

What tools do you need to set it up?

TheirStack for technographic and hiring data. LinkedIn Sales Navigator for job-change tracking. Apify scrapers for job boards. Clay for orchestration and enrichment. HeyReach and Instantly for the outreach itself. Whatever the source, verify every scraped list before it goes near a campaign; our list verification guide covers how.

What separates a good run from a bad one?

• Specificity beats congratulation. Never congratulate generically. Reference something specific about the role or the company, or the message reads as automated and dies.
• Speed inside the window. The 90-day window matters, and the first month inside it matters most. Reach within the first month for the best response.
• Stack the signals. Combine hiring signals with funding signals where possible. A new VP plus a recent raise is pure gold: fresh leadership, fresh budget, and a mandate to spend it.

FAQ

Why are job postings a strong buying signal?

A company does not post a role without budget, headcount approval, and a problem worth solving. A job posting is a public, structured admission of a specific gap, which makes it one of the most reliable intent signals in B2B.

When should you contact a new hire?

Within their first 90 days, and ideally within the first month. New executives are evaluating their stack, hunting for quick wins, and taking vendor calls in a way they will not 12 months later.

Who should you reach when a company is hiring?

Both the hiring manager and the function leader two levels up. The hiring manager owns the pain day to day, and the leader above owns the budget and the timeline. Reaching both covers the buying decision.

What tools do you need to run this play?

TheirStack for hiring and technographic data, LinkedIn Sales Navigator for job-change tracking, Apify scrapers for job boards, Clay for orchestration and enrichment, and HeyReach plus Instantly for the outreach itself.

Can you combine hiring signals with other signals?

Yes, and you should. Stacking a new executive hire on top of a recent funding round is the strongest combination we see: fresh leadership, fresh budget, and a mandate to spend it.