Hiring for the job your product does
A company is hiring people to do work your product automates, such as SDRs, data entry, or manual QA.
Every open role is a salary the company has already approved. If your product does that job, the budget exists, and the hiring manager can compare you with a hire instead of a line item.
- Strength
- Strong
- Act within
- While the roles are open
- Best for
- Companies whose product replaces or multiplies a role
How we detect it
Runs on Clay, Apify, and LinkedIn Jobs.
- Track postings for the roles your product automates, and count how many are open at once.
- Pull the team size in Clay so the message can compare cost against a real hire.
What it triggers
An opening line, to show the angle. It never goes out as written.
Most teams hiring 4 SDRs at once find 2 of them spend half their week building lists. A few of ours hired 2 and automated the rest.
- Email: Compare the cost and ramp time of the open roles with your product, in numbers.
- LinkedIn outreach: Message the hiring manager about how other teams split the work between people and the product.
Where it goes wrong
- Telling a company not to hire. Frame it as making the hires they make go further.
Stack it with
A second signal on the same account moves it up.
Hiring for the role you sell to
A target account posts jobs for the team that would use or buy your product.
Headcount growth
An account’s headcount, or the headcount of one team, grows quickly over a quarter.
More hiring signals
Every hiring signalJob posting names a tool
A job description lists a tool in your category, a competitor, or a tool yours replaces or connects to.
Hiring through a startup ATS
Companies found by the applicant tracking system their job board runs on, such as job pages hosted on Ashby or Greenhouse.
First hire in a function
A company posts its first ever role in a function, such as its first marketer, first RevOps manager, or first SDR.
FAQs about this signal
A company is hiring people to do work your product automates, such as SDRs, data entry, or manual QA. Every open role is a salary the company has already approved. If your product does that job, the budget exists, and the hiring manager can compare you with a hire instead of a line item.
Track postings for the roles your product automates, and count how many are open at once. Pull the team size in Clay so the message can compare cost against a real hire. Understory Agency runs it on Clay, Apify, and LinkedIn Jobs.
The window to act is while the roles are open. Understory Agency routes it to email and linkedin outreach. Compare the cost and ramp time of the open roles with your product, in numbers. Message the hiring manager about how other teams split the work between people and the product.
It works best for companies whose product replaces or multiplies a role. It is strongest alongside “Hiring for the role you sell to” and “Headcount growth”.
Or let us run it for you
Understory Agency's GTM engineers build the detection in Clay, wire it to the play that fits, and sync every touch to your CRM. Tell us who you sell to, and we'll show you where we would start.