--- 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