Module 07 · Growth and hiring signals

Outcome: a list of accounts building in your direction, with the person who owns that budget named.

Surface: MCP server
Level: Intermediate
Uses: headcount_by_departmenthead_count_growth_ratejob_openings_growth_ratepremium_linkedin_page_insightslinkedin_page_postssearch_linkedin_job_openingslinkedin_job_listingscompany_job_listingscompany_job_openingsnewly_hired_executives
Credits: ~14 to run every example once
Prerequisite: Module 06

Tools in this module

Tool	Cost	Required input	Returns
`linkedin_page_posts`	0.3	`company_url`	Recent company-page posts
`search_linkedin_job_openings`	0.3	`keyword` or `locations`	Advanced job search, many filters
`linkedin_job_listings`	0.3	`keywords`	Keyword job search, all companies
`company_job_listings`	0.3	`company_name` or `company_domain`	Jobs at one company
`company_job_openings`	0.3	`company_linkedin_url` or `company_domain`	Jobs at one company
`newly_hired_executives`	0.5 per profile	`company`	Recent hires with previous role
`headcount_by_department`	2	`linkedin_page_url`	Headcount, total or per department
`head_count_growth_rate`	2	`identifier`	Headcount trend over time
`job_openings_growth_rate`	3	`identifier`	Job-posting growth over time
`premium_linkedin_page_insights`	3	`identifier`	Growth, hiring patterns, distribution

Which of the four job tools

All four are 0.3 credits, so cost does not decide it. The input you hold does, and after that, how much filtering you need.

You have	Use	Because
A role and a region, no company list	`search_linkedin_job_openings`	Six filter families — recency, work type, company size, salary, agency exclusion
A keyword and nothing else	`linkedin_job_listings`	Simplest surface, five optional filters
One company’s name or domain	`company_job_listings`	Takes `job_title_exclude`, which the others do not
One company’s LinkedIn URL	`company_job_openings`	The only one that accepts a company LinkedIn URL

The real cost in this module is not the job tools — it is the growth tools behind them. job_openings_growth_rate and premium_linkedin_page_insights are 3 credits each, ten times a job search. Group and shortlist before you run either.

Example prompts

search_linkedin_job_openings — the most filtered one

Filter families: search, job, company, quality, matching and output. Full table.


Use search_linkedin_job_openings with:
- keyword ["RevOps","Revenue Operations","Sales Operations"]
- locations ["United States","Canada"]
- published_at "r604800"
- job_type "full-time"
- work_type "remote"
- experience_level "mid-senior"
- company_size_min 50
- company_size_max 1000
- exclude_recruiting_agencies true
- require_salary_info true
- save_only_unique_items true
- max_results 50

Return: company, job title, location, posted date, job URL.

published_at is an r<seconds> window — r86400 for 24 hours, r604800 for a week, r2592000 for a month.

linkedin_job_listings — the simplest one


Use linkedin_job_listings with keywords "RevOps",
location "United States", employment_type "full-time",
experience_level "mid-senior", workplace_type "remote",
max_results 25.

company_job_listings — one company, by name or domain


Use company_job_listings with company_domain "stripe.com",
job_title ["Account Executive","Enterprise AE"],
job_title_exclude ["Intern"],
job_location "United States",
limit 20.

Does not accept a LinkedIn URL.

company_job_openings — one company, by LinkedIn URL


Use company_job_openings with company_linkedin_url
"https://linkedin.com/company/stripe",
job_title ["Account Executive"],
location "United States",
max_results 20.

0.3 credits. company_job_listings costs the same and takes a domain instead of a LinkedIn URL — use whichever identifier you hold.

headcount_by_department — where they are adding


Use headcount_by_department with linkedin_page_url
"https://linkedin.com/company/stripe", department "Sales".
Then run it again with no department to get the total,
and give me Sales as a percentage of headcount.

Omit department for the total.

head_count_growth_rate — the trend


Use head_count_growth_rate with identifier "stripe.com".
Return the growth rate over the last 6 and 12 months and say whether
the trend is accelerating.

job_openings_growth_rate — hiring velocity


Use job_openings_growth_rate with identifier
"https://linkedin.com/company/stripe".
Tell me whether open roles are rising or falling, and over what window.

premium_linkedin_page_insights — the full picture


Use premium_linkedin_page_insights with identifier "stripe.com".
Return growth trend, hiring pattern by function, and employee
distribution by region. Flag any function growing faster than the total.

Three credits, the most detailed company tool. Do not run it across a list.

newly_hired_executives — the new budget owner

Bills per profile returned, so max_results is the price dial.


Use newly_hired_executives with:
- company "https://linkedin.com/company/stripe"
- seniority_levels ["Director","Vice President","CXO"]
- functions ["Sales","Marketing"]
- locations ["United States"]
- max_results 10

Return name, new role, start date, previous company and previous role.

linkedin_page_posts — what they are announcing


Use linkedin_page_posts with company_url
"https://linkedin.com/company/stripe", max_posts 20.
Flag anything that mentions hiring, a funding round or a new product.

The hiring play

Find the openings, not the companies

search_linkedin_job_openings with published_at "r2592000" and exclude_recruiting_agencies true. One call gives you a month of companies hiring your buyer’s team.

Confirm it is real growth

head_count_growth_rate at 2, on the shortlist only. A single open role is noise; a rising trend is budget.

Name the owner

newly_hired_executives at 0.5 per profile, filtered to the function that is hiring. A leader in seat under six months is the cheapest reason to reach out.

Make them contactable

find_work_email and verify_email from module 03.


1. search_linkedin_job_openings — keyword ["Sales Operations","RevOps"],
   locations ["United States"], published_at "r2592000",
   exclude_recruiting_agencies true, company_size_min 100,
   company_size_max 2000, max_results 50.
2. Group by company. Keep companies with 2 or more open roles.
3. For the top 10 only: head_count_growth_rate on each.
4. For the 5 with the strongest growth: newly_hired_executives,
   seniority_levels ["Director","Vice President"], functions ["Sales"],
   max_results 3.
5. find_work_email then verify_email for each name.

Return a table: company, open roles, growth rate, contact, title, email.
Report credits used.

Workflow prompts

Hiring signals are a scheduling problem more than a data problem — they are worth most as a recurring job.

Monday hiring digest into a sequencer

find last week’s openings for the role that signals budget
keep only companies hiring more than one
name the new leader, make them contactable
load them into a campaign


Run this for last week:

1. search_linkedin_job_openings — keyword ["RevOps","Sales Operations"],
   locations ["United States"], published_at "r604800",
   exclude_recruiting_agencies true, company_size_min 100,
   company_size_max 2000, save_only_unique_items true, max_results 100.
2. Group by company. Keep only companies with 2 or more openings.
3. For those companies only: newly_hired_executives with
   seniority_levels ["Director","Vice President"], functions ["Sales"],
   max_results 3. It bills 0.5 per profile — tell me the projected cost
   before running it.
4. find_work_email then verify_email on each name.
5. Show me the table. On my go-ahead, add the verified contacts to the
   Instantly campaign "Hiring signal — RevOps" with the job title and
   opening count as custom fields.

Watch your target accounts and alert on movement

take the named account list from the CRM
check hiring and headcount trend
alert only where something actually changed


1. Pull all HubSpot companies with the "Target account" flag and their
   LinkedIn URLs.
2. For each: company_job_openings with the LinkedIn URL, and
   head_count_growth_rate.
3. Flag any account where open roles rose versus the value stored on the
   record, or headcount growth is above 15% over 6 months.
4. Post ONLY the flagged accounts to #sales, one line each:
   "<company> — <N> open roles (was <M>), headcount +<X>% in 6mo. Owner: <owner>."
5. Update the stored open-roles count on each HubSpot record so next week's
   run compares against today.

Territory sizing before a quarter

pull the accounts in a territory
measure where each is investing
rank them into a working order


For the 40 domains in this territory list:

1. headcount_by_department with department "Sales", then again with no
   department for the total. 2 credits per call, so that is ~160 credits —
   confirm with me first.
2. job_openings_growth_rate on each — 3 credits each. Only run this on the
   15 with the largest sales teams.
3. Rank by sales headcount as a share of total, then by job-opening growth.
4. Write the ranking to a Google Sheet with columns: company, sales
   headcount, total headcount, sales share, openings trend, rank.

Best prompting practices

Default to search_linkedin_job_openings. All four job tools cost the same, so pick on filters — this one has the most. Reach for the others when the input you hold decides it.
Use published_at, not “recently”. r86400, r604800, r2592000.
Always set exclude_recruiting_agencies true unless agencies are your ICP.
Group before you spend. One open role is noise. Filter to companies with several before running a 2- or 3-credit growth tool.
Cap max_results on newly_hired_executives. It bills per profile, unlike every other tool in this module.
Keep premium_linkedin_page_insights for named accounts. Three credits each does not survive a list.

Where this breaks

identifier on the growth tools accepts a LinkedIn id, a URL or a company name. Names are ambiguous — pass the LinkedIn URL or the domain when you have one.

Job counts move with posting behaviour, not only with headcount. A company that reposts stale roles looks like it is hiring. Cross-check with head_count_growth_rate before you build a play on it.

Further automation

MCP Hiring Signals is this module as a skill file — /mcp-hiring-signals picks the right job tool, groups before spending and names the budget owner.

Hiring Signal Tracker and LinkedIn Job Lead Sequencer run the whole play weekly — openings in, contacted buyers out.

Browse all GTM agents →

Next module

08 — Scrape, local and chaining, the last three tools and the rule for what order steps go in.

Reference: Search Job Openings · Job Listings · Company Job Listings · Company Job Openings · Headcount by Department · Headcount Growth · Job Openings Growth · Premium Page Insights · Newly Hired Executives · Page Posts · Hiring Signals