job-change-play · diff

v1.0.0 to v1.0.0

27 added, 13 removed. Audit A to A.

---

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:

- - [ ] All required sections are complete

- - [ ] Output matches the user's stated need

- - [ ] Named frameworks are cited for key recommendations

- - [ ] No vague claims — every recommendation has a specific action

- - [ ] Deliverable is ready for operational use, not just conceptual

+ - [ ] 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. **Skipping research.** Building output without understanding the specific context. Fix: always gather required inputs before producing deliverables.

- 2. **Generic output.** "Improve your process" without concrete steps. Fix: every recommendation must include a specific action, timeline, and owner.

- 3. **Missing framework citations.** Advice without named authorities. Fix: ground every recommendation in a cited framework from a recognized authority.

+ 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.

+ 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