Lead qualification guides · Hiring and team growth
A job opening for your buyer's exact title is one of the most direct pieces of buying-intent evidence a company can publish. Here is how to read it, check it, and turn it into a qualified conversation.
AI does the research. Your reps own the relationship.
No credit card. No automatic sending. Review every result before using it.
Companies do not hire for fun. A live job opening for the role you sell to means the organization has decided, at budget level, that this function matters enough to pay a salary for. If you sell to office managers and a company is hiring one, the problems an office manager owns, the workplace, the facilities, the vendor decisions, are officially on that company's agenda.
The timing is the valuable part. A new hire arrives with a mandate and no incumbent vendor loyalties. Their first 90 days are exactly when they audit tools, pick suppliers, and set up the systems they will run for years. Reaching the company while the role is open, or the hire is fresh, means you are part of that setup instead of a disruption to it.
It also tells you who to talk to. Even before the role is filled, the hiring manager named in or implied by the post owns the problem today, and is usually the economic buyer for whatever the new hire will manage.
Five minutes of checking separates a live opening from a stale one.
LeadSmarts researches every lead on the live web at the moment you submit it, and relevant hiring is one of the strongest things it can find. When a lead's company has an open role matching your buyer profile, the research extracts it as evidence with a source link, and the scoring rules award buying-intent points for it.
Recency is weighted deterministically: a posting from last week earns full points, one from last year fades toward zero. And because fit and intent are scored separately, a perfect-fit company with a relevant opening reads differently from a poor-fit company that happens to be hiring. Same evidence, same score, every time.
Hiring evidence is at its best right after a conference. You met someone from the company at a booth, the conversation was pleasant but vague, and now the follow-up email needs a reason to exist. An open role for the person you sell to is that reason: it proves the problem is currently funded and gives the follow-up a hook that is about them, not you.
Run your event list through qualification the evening you get home. The leads whose companies are actively hiring your buyer belong at the top of the follow-up pile, because their window, the new hire's first 90 days, is already counting down.
Do not open with your product. Open with their hire, because it is the most relevant thing happening in their world that you can legitimately know about. A message that shows you noticed what they are building lands very differently from a cold pitch.
Keep the observation factual and public. You read their careers page; that is normal diligence, not surveillance. Then connect the role's success to the thing you actually do.
"Saw you're bringing on an Office Manager for the new Rotterdam site. Setting up a new office is exactly the moment our customers usually wish they'd sorted quiet space, so I thought it was worth a short note before the fit-out is locked in."
One true observation, one relevant connection, no feature list.
It depends on the role. A company hiring the exact person who would own, use, or buy your product is saying nothing about you specifically, but everything about the problem: it is funded, current, and about to have a named owner. That is precisely what qualification should reward.
No. Before the hire, the hiring manager owns the problem and is often the budget holder. After the hire, the new person is building their toolkit. Both moments work; the dead zone is a year later, when habits and vendors are set.
Research runs on the live web per lead: company careers pages, job boards, and news. Anything relevant is extracted as evidence with a source link and scored by fixed rules, with fresher postings earning more buying-intent points than stale ones.
Broad hiring is growth evidence and scores differently from a targeted match on your buyer's role. LeadSmarts separates the two: general expansion supports fit and momentum, while a role matching your buyer profile is direct buying-intent evidence.
Evidence rarely arrives alone. If you are seeing this, check for these too.
SDR and AE openings are a public bet on growth. Growth mode means budgets move fast, and new problems get bought, not built.
Read the guide →A team that doubles outgrows its tools, space, and processes all at once. Growth pain is a buying moment you can see from outside.
Read the guide →New leaders audit everything they inherit and spend their honeymoon budget early. Their first two quarters are the buying window.
Read the guide →Upload your lead list and find out who, with a source link on every claim.
Qualify 5 leads freeNo credit card. No automatic sending. Review every result before using it.