The problem

• ICPs move jobs constantly.
• A “yes” at Company A becomes a champion at Company B.
• Reps miss these moves because they don’t monitor at scale.

Step 1: Capture Job-Change Signals

• Pull LinkedIn updates into Clay.
• Sources: Sales Navigator exports, job-change enrichment APIs, LinkedIn scraping.
• Store: Name, old title, old company, new title, new company, start date.

Step 2: Enrich New Company

• Run Clay enrichment waterfall:
  • Firmographics (industry, size, revenue).
  • Tech stack (what tools they use).
  • Funding data (new capital = new spend).

Step 3: Contextualize with AI

• Prompt Claygent: “This contact just moved from [old company] to [new company]. Write a 2-bullet summary of why this matters to a sales rep selling [product].”
• Output: context column SDR can read at a glance.

Step 4: Generate Personalized Outreach

• AI writes:
  • Line 1: Congrats on the move.
  • Line 2: Tie old company experience to new role.
  • CTA: Quick intro or demo.
• Example: “At [old company], you scaled X. Now at [new company], same challenge likely applies.”

Step 5: Build Waterfall Play

• Priority tiers:
  • Tier 1: Champion moved into ICP role at ICP company → immediate outreach.
  • Tier 2: Neutral contact moved into ICP company → nurture touch.
  • Tier 3: Non-ICP move → log but ignore.
• Push Tier 1 + 2 directly into Outreach/Salesloft.

Why this matters

• Job changers are 3–4x more likely to buy in first 90 days.
• New role = new budget authority.
• Keeps your pipeline fed with warm, time-sensitive leads.

Pro tips

• Filter by start date (<90 days).
• Highlight promotions (not just lateral moves).
• Trigger alerts in Slack/Teams for SDR follow-up same day.

Outcome

• Always-on job-change radar.
• Instant plays that SDRs can act on daily.
• Clay turns LinkedIn job updates into live pipeline.

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