Hiring Signal Monitoring
Hiring Signal Monitoring is a seven-step outbound play for email and LinkedIn, from “Watch the job boards” to “Run the sequence”. It uses TheirStack, PredictLeads, Clay, Claude, Apollo and seven more tools.
Ashwanth S, Founder- Motion
- Outbound
- Channel
- Email, LinkedIn
- Steps
- 7
- Tools
- 12
The workflow
Hiring Signal Monitoring
Job postingsFeed oneNew postings across the companies you track.
Hiring eventsFeed twoA second feed, so fewer posts slip through.
Volume counts: three SDR openings say more than one.
One record per company per hiring eventThe company was a fit before it posted the job.
Size and stage sit in the band you sell to.
Signal strengthWeighted by how directly the role maps to what you sell.
The manager the role reports into, with a checked email.
Apollo
Findymail
LinkedIn
BounceBan
EmailDay 1Smartlead
LinkedIn DMDay 1Runs alongside the email.
HeyReach
Rep alertStrongest signals only, so a rep can step in.
Slack
TheirStackPredictLeadsClayClaudeApolloFindymailLinkedInBounceBanSmartleadHeyReachSlackHubSpot
The diagram as text
- 1
Watch the job boards
Job postings (feed one): Role title and Post date. New postings across the companies you track. Tool: TheirStack.
Hiring events (feed two): Open roles and Post count. A second feed, so fewer posts slip through. Tool: PredictLeads.
Compared with the last snapshot: net-new posts only
- 2
Pick the roles that admit a gap
Roles on the watch list: SDR or BDR, Account Executive, Head of Growth, RevOps, Demand Gen and Sales Manager. Volume counts: three SDR openings say more than one..
One record per company per hiring event: Tool: Clay.
- 3
Match to ICP, then score
Gate 1: Firmographic fit. The company was a fit before it posted the job. Rejected: Not ICP. Tools: Clay.
Gate 2: Inside your band. Size and stage sit in the band you sell to. Rejected: Outside band. Tools: Clay.
Signal strength: Weighted by how directly the role maps to what you sell. Volume: Open roles in the function. Level: Seniority of the role. Age: How recently posted. Tool: Claude.
- 4
Find the hiring manager
The person who owns the problem (not hr): The manager the role reports into, with a checked email. Find: Apollo. Email: Findymail. Job change: LinkedIn. Verify: BounceBan.
- 5
Run the sequence
Email (day 1): Saw the opening, What it means at your stage and Direct ask. Send: Smartlead. Tool: Smartlead.
LinkedIn DM (day 1): Runs alongside the email. Send: HeyReach. Tool: HeyReach.
Rep alert: Strongest signals only, so a rep can step in. Notify: Slack. Tool: Slack.
Outcome: A conversation with the hiring manager. Tools: HubSpot.
The stack: TheirStack, PredictLeads, Clay, Claude, Apollo, Findymail, LinkedIn, BounceBan, Smartlead, HeyReach, Slack and HubSpot.
Open the diagram full size (1180 px wide)
The play in seven steps
- 01
Step 1: Watch the job boards
A company hiring for a function is telling you, in public, that it has a gap and the budget to fill it.
- Track new postings with TheirStack and PredictLeads. Two feeds catch more than one.
- Compare each pull with the previous snapshot so you only act on net-new posts.
- Refresh weekly at minimum. A post older than 30 days has usually been filled or frozen.
- 02
Step 2: Pick the roles that admit a gap
The role being hired tells you what they are about to struggle with, which tells you what to say.
- Watch SDR or BDR, Account Executive, Head of Growth, RevOps, Demand Gen and Sales Manager roles, or whichever map to your product.
- Volume matters: three SDR openings is a stronger signal than one.
- A brand-new function (their first RevOps hire) beats a backfill.
- 03
Step 3: Send each event into Clay
One record per company per event stops a company with six openings from getting six emails.
- Create one record per company per hiring event.
- Keep the role title, post date and number of open roles.
- 04
Step 4: Match to ICP
A job post is only a signal if the company was a fit already. Hiring does not make a bad-fit account a good one.
- Run a firmographic match against your ICP model.
- Discard companies outside your target size and stage band.
- 05
Step 5: Score signal strength
Not every opening means the same thing. The weight should follow how close the role sits to your product.
- Number of open roles in the function.
- Seniority of the role.
- How recently it was posted.
- Claude scores the three and returns a one-line reason a rep can read.
- 06
Step 6: Find the hiring manager
Write to the person who owns the problem the hire is meant to solve, not to the recruiter.
- Identify the manager the role reports into with Apollo.
- Find a work email with Findymail.
- Check LinkedIn that they still hold the role, and re-verify the email with BounceBan on the send day.
- 07
Step 7: Run the sequence
The opener cites the opening directly, so the email has to add something the job post did not already say.
- Email through Smartlead: saw the opening, what that hire usually means at your stage, a direct ask.
- A LinkedIn DM through HeyReach in parallel.
- A Slack alert to a rep for the strongest signals only.
- Never imply you can replace the hire. Position as what makes the new hire productive faster.
Tools used
The twelve tools this play names. Each links to the other plays that use it.
Related plays
Funding Signal Scraping
RoundsAnnounced rounds with the amount and the investors.
EventsFunding events picked up from company news.
Web sweepFinds announcements the databases miss.
ExploriumNames a company, not a domain. Amount and investors become personalization.
ClayApolloMoney alone is not a reasonRound size against headcount predicts what they will spend on.
ApolloFindymailApolloFindymailNew money brings new hires and departures. Confirm both people are still in seat and re-verify each email on send day.
LinkedInBounceBanCongrats emailDay 1SmartleadLinkedIn DMDay 1Runs alongside the email.
HeyReachBest ones to a repA rep takes the strongest raises by hand.
SlackCrunchbasePredictLeadsExaExploriumClayApolloClaudeFindymailLinkedInBounceBanSmartleadHeyReachSlackHubSpotFunding Signal Scraping
6 steps · Email, LinkedIn
+8 moreNew Hire & GTM Leader Tracking
Where they wereOld companyTracked on the accounts and champions you care about, not the whole market.
Where they landedNew companyA fresh mandate, a budget and no loyalty to the incumbent vendor.
One record per qualifying moveOld company and start date keptClayApolloHubSpotTheir old email bounces now. Find the new work email and mobile, then verify before any send.
Findymail
Prospeo
FullEnrichBounceBanFit plus timing scoreTiming is half
Rep-led outreachA rep writes and calls, naming the new mandate.
Nooks
GmailNew-leader sequenceAutoSmartleadLinkedIn DM onlyAutoA light touch that names the move.
HeyReachChampifyLinkedInClayApolloHubSpotFindymailProspeoFullEnrichBounceBanClaudeNooksGmailSmartleadHeyReachNew Hire & GTM Leader Tracking
6 steps · Email, LinkedIn, Call
+8 moreTech Stack Signal Detection
Site techScans the target list for the tools each website runs.
Stack dataA second read on what each company uses, from job posts and more.
Compared with the previous snapshotChange, not stateYou are early for the renewal.
They are looking for a replacement right now.
The function that runs this kind of tool, with a checked email.
ApolloFindymailLinkedInBounceBanRemoved: switch trackNowSmartleadHeyReachAdded: renewal trackLaterSame shape, timed to land ahead of the renewal date.
SmartleadHeyReachClaudeBuiltWithTheirStackClayApolloFindymailLinkedInBounceBanSmartleadHeyReachHubSpotTech Stack Signal Detection
5 steps · Email, LinkedIn
+5 more