The agent continuously tracks job postings across LinkedIn, Indeed, Greenhouse, Lever, Ashby, and company career pages — not just the major platforms. It monitors for roles that indicate active investment in the function your product serves: SDR, RevOps, Marketing Ops, Account Executive, Customer Success Manager. The signal is the velocity and clustering of those postings, not a single open role. Five new SDR listings in 30 days at a 200-person company tells a different story than one senior hire to replace attrition.

Not every hiring surge is equal. The agent classifies signals by role category (sales, marketing, operations, engineering) and velocity (how many roles opened in what window) against the company's existing headcount and historical hiring pattern. A company that's never hired an SDR and suddenly posts 4 is a different signal than a company that routinely cycles through SDR roles. The result is a signal tier: Tier 1 (high-conviction new buildout), Tier 2 (growth expansion), Tier 3 (routine hiring) — each with a different outreach strategy.

Hiring surges point to a decision-maker building something — but the agent identifies who that decision-maker is. For a sales hiring surge, it surfaces the VP Sales, CRO, and Head of Revenue Ops. For a marketing buildout, it finds the VP Marketing and Head of Demand Gen. Contacts are verified for email and phone across multiple enrichment providers. The agent also flags recent leadership changes that may have triggered the hiring surge — a new CRO who joined 3 months ago and is now rebuilding the sales org is the highest-priority buyer in the stack.

Generic outreach to hiring companies underperforms because it's generic. The agent writes sequence copy that references the specific role cluster, the growth stage it implies, and how your product fits the problem they're building toward. 'You're scaling your SDR team and you'll want to make sure they're working from clean data and the right accounts' is more compelling than 'I saw you're hiring.' Each draft is account-specific and includes the hiring signal as context for relevance.