Hiring activity is a public commitment to a problem. If a company is opening a Head of RevOps role, they're admitting they need help with revenue operations. If a new VP of Sales just started, they have 90 days to make their mark and budget to spend doing it. Both are perfect windows for sharp outbound.
Why hiring signals work
Job postings are the most public, structured intent signal in B2B. Companies don't 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 won't 12 months later.
Two angles, two playbooks
Angle 1: Companies actively hiring
Reach the hiring manager (or the level above) when a relevant role goes live. Your offer becomes "here's how to get the new hire productive faster" or "here's how to compress the gap until they start."
- Source - LinkedIn Jobs, Indeed, niche job boards, TheirStack
- Filter - role title matches your buyer, posted in the last 30 days, company size matches ICP
- Reach - the hiring manager AND the function leader two levels up
- Copy angle - "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?"
Angle 2: New hires in their first 90 days
Track LinkedIn for "starting a new role" announcements and job-change activity. The first 30-90 days is the highest-receptivity window in someone's career.
- Source - LinkedIn Sales Navigator (filter: changed jobs in last 90 days)
- Filter - role match, seniority match, company match
- Reach - directly to the new hire
- 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?"
Tools we use
TheirStack for technographic + hiring data. LinkedIn Sales Navigator for job-change tracking. Apify scrapers for job boards. Clay for orchestration and enrichment. HeyReach + Instantly for outreach.
What to watch for
- Don't congratulate too generically. Reference something specific about the role or the company.
- The 90-day window matters - reach within the first month for best response.
- Combine with funding signals where possible. New VP + recent raise = pure gold.