job-change-play

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:

• Job change detection covers at least 4 sources: LinkedIn notifications, CRM enrichment triggers, Sales Navigator alerts, and monthly contact re-verification
• Old company champion replacement: new contact identified and reached within 5 days with account history transfer
• New company outreach: first touch at Day 14-21 (after onboarding chaos settles), not Day 1
• Sequence architecture: 7-day 3-touch sequence (email → LinkedIn → email with value-add) with Day 14+ fallback to standard nurture
• CRM hygiene: contact records updated (title, company, email), new opportunity created at new company, old company flagged for champion replacement
• Job change signals tiered by seniority: exec moves get immediate personal outreach, IC moves get automated nurture

Common Pitfalls

1. 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.
2. '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.
3. 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.
4. 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.
5. 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 assumptions
• templates/output-template.md — copy-paste deliverable structure for the user
• scripts/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

1. What is the primary motion: founder-led, sales-led, product-led, partner-led, or lifecycle-led?
2. Which ICP tier is the output for: small business, mid-market, enterprise, or mixed?
3. What proof is available today: customer stories, usage data, third-party validation, screenshots, or none?
4. What system will execute the work: CRM, sequencer, warehouse, support desk, product analytics, or manual workflow?
5. 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