Hiring Signals Pipeline

A job post is a company telling you, in public and in writing, what it has decided to spend money on. It names the team, the seniority, the tools, the geography and often the problem — usually before any of it appears in a database.

This course turns that into a weekly list of accounts that are actively building in your direction, with the buying committee attached.

About this course

Eight lessons in three blocks: read the signal (what a post means and how to search for it), qualify it (growth rates and department headcount, all account-level and cheap), then act on it (find the committee, write the message, gate the spend, schedule the run).

Lessons 02–04 are cheap because job data is company-level. The cost lands in lesson 05, where you find people — which is exactly why the gate comes first.

Who it is for. Anyone selling a tool, a service or a hire into a team that is expanding. Especially strong for categories where the buyer is a function head rather than a central procurement group.

What it costs. Around 250 credits for the full course. The weekly scheduled run in lesson 08 lands near 60 credits a week at typical volumes, which is the number to plan against.

Skills you will gain

• Read what a job post reveals that no firmographic database holds
• Search openings by role, seniority and geography without drowning in noise
• Use headcount growth and openings growth together as a qualifier
• Read department-level headcount to size the team you are selling into
• Go from a hiring company to the specific people who own the budget
• Write a hiring-trigger message that does not sound like you scraped a job board
• Score and gate so you never enrich people at an account that failed the filter
• Schedule the run so a new post becomes a sequenced contact within a week

In this course

Read the signal

• 01What a job post tells you that a database cannotA framework for reading intent out of a postingcheck_credits · free8 min
• 02Search openings by role and geographyA filtered set of live postings matching your categorysearch_linkedin_job_openings · linkedin_job_listings · ~0.6 credits per company10 min

Qualify at the account level

Everything here is company-level and cheap. It runs on the full set precisely because it is what shrinks the set.

• 03Openings and headcount growth as a qualifierA numeric qualifier separating build-out from backfilljob_openings_growth_rate → head_count_growth_rate · ~2 credits per company10 min
• 04Department-level headcountThe size of the team you are actually selling intoheadcount_by_department · ~1 credit per company8 min

Act on it

• 05From hiring company to buying committeeNamed, contactable owners at each surviving accountgate → find_people_within_company → find_work_email · ~4 credits per surviving company11 min
• 06Writing the hiring-trigger messageA message that uses the post without quoting it back at themNo new calls — uses what you pulled9 min
• 07Score the signal and gate the spendA threshold that decides which accounts reach lesson 05Scoring column → conditional run · free10 min
• 08Schedule the weekly runNew posts becoming contacts without you starting anythingScheduled re-run with a seen/unseen filter · ~60 credits per week9 min

What you will have built

A standing weekly pipeline rather than a one-off list:

• A saved opening search scoped to the roles that imply your category
• A growth qualifier that reads posting volume and shape, not just presence
• A department view sizing the team behind the posts
• A gate so only qualified accounts reach the person-enrichment step
• A scheduled run with a seen/unseen filter, so you never pay twice for the same post

Before you start

• SyncGTM 101, or comfort with conditional runs — the gate in lesson 07 is the point of the course.
• A list of the job titles that imply your category. “Hiring a RevOps lead” means something specific for a data vendor and nothing at all for a security vendor.
• Optionally TAM Sourcing, if you want the signal scoped to a named account universe rather than the open market.

Hiring intent versus hiring noise

Not every open role is a signal. The difference is almost always volume and shape rather than the existence of a single post.

Lesson 03 turns this table into a numeric qualifier, and lesson 07 turns that into the gate that decides who you pay to enrich.

Reference behind this course

• Is hiring — the account-level flag
• Company job listings — the posts themselves
• Headcount growth — the trend behind the posts
• Find people within company — the committee step
• Signals — the full signal catalogue

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