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Play 26Outbound

New Hire & GTM Leader Tracking

New Hire & GTM Leader Tracking is a six-step outbound play for email and LinkedIn, from “Monitor job changes” to “Route by tier”. It uses Champify, LinkedIn, Clay, ChatGPT, Apollo and three more tools.

Portrait of Kenny Damian

Kenny Damian, Co-founder & Head of GTM

Motion
Outbound
Channel
Email, LinkedIn
Steps
6
Tools
8

The workflow

Workflow diagram of the New Hire & GTM Leader Tracking play in five numbered stages: monitor job changes; define who counts; qualify the new company; score fit and timing; and route by tier.
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The diagram as text

  1. 1Monitor job changes

    • Previous company (where they were): Old title and Was it a customer? Tracked on the accounts you care about, not the whole market. Tool: Champify.
    • New company (where they landed): New title and Start date. Budget, a mandate and no loyalty to the incumbent vendor. Tool: LinkedIn.

  2. 2Define who counts

    • Filter → Keep only
      • Seniority → VP and above
      • Function → Sales, marketing, revops
      • Time in seat → Under 90 days
    • One record per qualifying move: Keeps old company + start date. Tool: Clay.

  3. 3Qualify the new company

    • The person fits. Does the company? ICP match, Headcount and Funding stage. Check: Clay and Apollo. CRM: Already an account?

  4. 4Score fit and timing

    • Fit + timing score: Timing is half the score here. Fit: ICP match. Timing: Days in seat. History: Old company was a customer. Tool: ChatGPT.
    • The first 90 days in seat are the window

  5. 5Route by tier

    • Tier 1: Best fit, early.
    • Tier 2: Good fit.
    • Tier 3: Lighter fit.
    • Manual outreach: A rep writes and calls, referencing the new mandate. Call: Nooks.
    • New-leader sequence: Congrats, What the last person did and Direct CTA. Send: Instantly.
    • LinkedIn DM only: A light touch that names the move. Send: lemlist.
    • Outcome: First call in their first 90 days

Labelled connections: Job change: Previous company to New company.

The stack: Champify, LinkedIn, Clay, Apollo, ChatGPT, Nooks, Instantly, lemlist.

The play in six steps

  1. Step 1: Monitor job changes

    A new leader has budget, a mandate and no loyalty to the incumbent vendor.

    • Track moves into your ICP via Champify and LinkedIn.
    • Watch the accounts you care about, not the whole market.

  2. Step 2: Define who counts

    Most job-change alerts are irrelevant. The filter is what makes this work.

    • VP and above.
    • GTM function specifically: sales, marketing, revops.
    • Under 90 days in the new seat.

  3. Step 3: Route into Clay

    One record per qualifying move.

    • Keep the previous company and the start date.

  4. Step 4: Qualify the new company

    The person may fit while the company does not.

    • ICP match, headcount, funding stage.
    • Check whether the account is already in the CRM.

  5. Step 5: Score fit and timing

    Timing is half the score here.

    • Fit against ICP.
    • Days in seat: the first 90 are the window.
    • Whether their previous company was a customer.

  6. Step 6: Route by tier

    The opener writes itself when the trigger is this specific.

    • Tier 1: manual outreach referencing the mandate.
    • Tier 2: new-leader sequence (congrats, what the last person did, direct CTA).
    • Tier 3: LinkedIn DM only.

Tools used

The eight tools this play names. Each links to the other plays that use it.

Related plays

All GTM plays

Have us run this play

Tell us what you're trying to hit this quarter, and we'll suggest where to start.

Play 26 · New Hire & GTM Leader Tracking