| name | job-change-play |
| description | Outbound play triggered by contact job changes — champion tracking, new-role outreach, "new broom" timing. Triggers on: "job change", "new role", "champion moved", "job change outreach", "contact changed jobs". |
| license | MIT |
| compatibility | Claude Code, Jesse, Codex, Hermes, Windsurf, OpenCode, Gemini CLI, Copilot, Zed, VS Code, Goose |
| metadata | {"version":"1.0.0","author":"LeadMagic","category":"sales-plays","tags":["sales-plays","job-change","champion-tracking","trigger-based","new-role"],"frameworks":["Signal-Based Selling","Champion Tracking Methodology","Winning by Design — SPICED"]} |
Job Change Outbound Play
Overview
When a contact changes jobs, three opportunities open simultaneously: (1) the old
company lost a champion and may need replacement support, (2) the contact is now
at a new company with new budget and tool evaluation, and (3) you have a timely,
personal reason to reconnect. This play covers all three.
Authoritative Foundations
- Signal-Based Selling — Named methodology governing recommendations in this skill's process.
- Champion Tracking Methodology — Named methodology governing recommendations in this skill's process.
- Winning by Design — SPICED — Bowtie lifecycle model — align sales, marketing, and CS on stage-based outcomes.
When to Use
- "Champion left the company"
- "Contact changed jobs"
- "Job change detection outreach"
- "New role outbound"
Core Principle
A job change is the highest-permission outreach event in B2B. It's personal,
timely, and relevant. Nobody ignores a "congrats on the new role" email.
And at their new company, they have influence over tool selection in their
first 90 days.
Step-by-Step Process
Phase 1: Job Change Detection
Monitor via:
- LinkedIn notifications (connections)
- CRM enrichment triggers (Apollo, LeadMagic job change detection)
- Sales Navigator alerts on saved leads
- Newsletter/announcement monitoring
- User/contact list re-verification (monthly)
Phase 2: Old Company — Champion Replacement
When a champion leaves:
- Immediately identify who inherited their responsibilities
- Reach out to the new contact within 5 days
- Acknowledge the transition, provide value (usage summary, ROI to date)
- Frame yourself as a resource during the transition
- Don't pitch — help them look good by knowing the account history
Phase 3: New Company — New Role Outreach
When a contact starts a new role, reach out Day 14-21 (after onboarding chaos):
Subject: "New role at [NewCo] — congrats"
Body: Reference their move, connect to what they accomplished at the old company
with your product, suggest how it applies here. "At [OldCo] you [achieved X
with our product]. Curious if [NewCo] is dealing with similar challenges."
Phase 4: Sequence Architecture
7-day, 3-touch sequence for new role:
- Day 1: Email (congrats, bridge from old to new)
- Day 3: LinkedIn message (more casual, "how's the first few weeks?")
- Day 7: Email (value-add: "I compiled some data on [their new industry]")
- Day 14+: Move to standard nurture if no reply
Phase 5: CRM Hygiene
- Update contact records: new title, new company, new email
- Create new opportunity at new company (linked to past success)
- Flag old company account for champion replacement outreach
- Tag as "job change — warm re-engagement" for future campaigns
Output Format
Job change playbook with: detection setup, champion replacement templates, new
role outreach sequence, CRM update workflow, and tracking dashboard.
Quality Check
Before delivering, verify:
Common Pitfalls
- Contacting Day 1 of the new role. The first week is onboarding chaos — they're not evaluating tools. Fix: wait until Day 14-21 when they've surfaced what's broken and are assessing what they need.
- 'Congrats on the new role' as the entire opener. This wastes the warm permission a job change creates. Fix: bridge past success to new context — reference what they accomplished at the old company and connect it to challenges their new company likely faces.
- Forgetting the old company. When a champion leaves, the replacement inherits a relationship they didn't build. Fix: reach out to the new contact within 5 days with account history, usage data, and an offer to help them look good during the transition.
- CRM records left stale. A changed contact with old company data means outreach goes to dead email and pipeline attribution breaks. Fix: update contact records, create the new opportunity at the new company, and tag both records for appropriate follow-up.
- Treating every job change as equal. A SDR moving to a new SDR role carries less buying power than a VP Sales moving to a CRO role. Fix: tier signals by seniority and function — exec moves get immediate personal outreach; IC moves get automated nurture.
Execution Artifacts
references/framework-notes.md — named frameworks, citation anchors, and operating assumptionstemplates/output-template.md — copy-paste deliverable structure for the userscripts/check-output.py — local checklist validator for required sections
This skill includes lightweight artifacts the agent can load on demand:
Use the artifacts when the user asks for an implementation-ready deliverable, a repeatable workflow, or a quality check rather than generic advice.
Implementation Depth
Use this section when the user asks for a finished asset, not a high-level explanation.
Diagnostic Questions
- What is the primary motion: founder-led, sales-led, product-led, partner-led, or lifecycle-led?
- Which ICP tier is the output for: small business, mid-market, enterprise, or mixed?
- What proof is available today: customer stories, usage data, third-party validation, screenshots, or none?
- What system will execute the work: CRM, sequencer, warehouse, support desk, product analytics, or manual workflow?
- What decision will the user make from this output: launch, prioritize, route, rewrite, score, coach, or measure?
Framework Application
Map the recommendation explicitly to the named frameworks in this skill:
- Signal-Based Selling: apply only the part that directly improves the requested deliverable.
- Champion Tracking Methodology: apply only the part that directly improves the requested deliverable.
- Winning by Design — SPICED: apply only the part that directly improves the requested deliverable.
Deliverable Standard
A strong output from this skill includes:
- A crisp diagnosis of the current situation
- A recommended path with tradeoffs, not a generic list
- A concrete artifact the user can use immediately: table, script, checklist, scorecard, sequence, dashboard spec, or implementation plan
- A measurement plan with leading and lagging indicators
- Risks and edge cases called out before execution
Adaptation Rules
- For small business: reduce complexity, shorten time-to-value, and prioritize owner/operator clarity.
- For mid-market: include workflow ownership, handoffs, integrations, and enablement assets.
- For enterprise: include governance, risk, procurement, stakeholder mapping, and proof requirements.
Related Skills
- cold-email-strategy, reply-handling, pipeline-management, leadmagic-job-change, crm-integration
