Job Change Outbound Play

Runs outbound triggered by contact job changes: champion

by LeadMagic · MIT license · ★ 62 on GitHub

Runs outbound triggered by contact job changes: champion tracking, new-role outreach, and "new broom" timing in the first 90 days. Use when a champion or past buyer moves to a new company, or the user wants to set up job-change detection.

---
name: job-change-play
description: >-
  Runs outbound triggered by contact job changes: champion tracking, new-role
  outreach, and "new broom" timing in the first 90 days. Use when a champion or
  past buyer moves to a new company, or the user wants to set up job-change
  detection. Triggers on: "job change", "new role", "champion moved", "job
  change outreach", "contact changed jobs".
license: MIT
compatibility: Claude Code, Codex, GitHub Copilot, Cursor, Gemini CLI, OpenCode, Goose, Hermes, Windsurf, Zed
metadata:
  version: "1.0.0"
  author: LeadMagic
  category: sales-plays
  tags: [sales-plays, job-change, champion-tracking, trigger-based, new-role]
  frameworks:
    - "Winning by Design — SPICED"
    - "UserGems — Champion tracking"

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.

Manual install (npx, ZIP)

Claude Codenpx skills add LeadMagic/gtm-skills --skill job-change-play -g -a claude-code

Claude Code (degit)npx degit LeadMagic/gtm-skills/skills/sales-plays/job-change-play#main ~/.claude/skills/job-change-play

Claude.ai / desktopZip the folder and upload it under Settings → Capabilities → Skills.

Codex, Cursor, other agentsPoint them at SKILL.md. The other files are plain text.

Connects with Agent Alley MCP · agentalley.io/mcp

Files included

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Job Change Outbound Play

Overview

Authoritative Foundations

Winning by Design — SPICED — Discovery framework — Situation, Pain, Impact, Critical Event, Decision; a champion's new role is the critical event.
UserGems — Champion tracking — Track past buyers and users as they change companies and reach out in their first months, when they set new priorities.
LinkedIn Sales Navigator — Lead alerts — Save champions as leads to get job-change alerts without manual monitoring.

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

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 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

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.

cold-email-strategy, reply-handling, pipeline-management, leadmagic-job-change, crm-integration

1	---
2	name: job-change-play
3	description: >-
4	Runs outbound triggered by contact job changes: champion tracking, new-role
5	outreach, and "new broom" timing in the first 90 days. Use when a champion or
6	past buyer moves to a new company, or the user wants to set up job-change
7	detection. Triggers on: "job change", "new role", "champion moved", "job
8	change outreach", "contact changed jobs".
9	license: MIT
10	compatibility: Claude Code, Codex, GitHub Copilot, Cursor, Gemini CLI, OpenCode, Goose, Hermes, Windsurf, Zed
11	metadata:
12	version: "1.0.0"
13	author: LeadMagic
14	category: sales-plays
15	tags: [sales-plays, job-change, champion-tracking, trigger-based, new-role]
16	frameworks:
17	- "Winning by Design — SPICED"
18	- "UserGems — Champion tracking"
19	- "LinkedIn Sales Navigator — Lead alerts"
20	---
21
22	# Job Change Outbound Play
23
24	## Overview
25
26	When a contact changes jobs, three opportunities open simultaneously: (1) the old
27	company lost a champion and may need replacement support, (2) the contact is now
28	at a new company with new budget and tool evaluation, and (3) you have a timely,
29	personal reason to reconnect. This play covers all three.
30
31	## Authoritative Foundations
32	- Winning by Design — SPICED — Discovery framework — Situation, Pain, Impact, Critical Event, Decision; a champion's new role is the critical event.
33	- UserGems — Champion tracking — Track past buyers and users as they change companies and reach out in their first months, when they set new priorities.
34	- LinkedIn Sales Navigator — Lead alerts — Save champions as leads to get job-change alerts without manual monitoring.
35
36	## When to Use
37
38	- "Champion left the company"
39	- "Contact changed jobs"
40	- "Job change detection outreach"
41	- "New role outbound"
42
43	## Core Principle
44
45	> A job change is the highest-permission outreach event in B2B. It's personal,
46	> timely, and relevant. Nobody ignores a "congrats on the new role" email.
47	> And at their new company, they have influence over tool selection in their
48	> first 90 days.
49
50	## Step-by-Step Process
51
52	### Phase 1: Job Change Detection
53
54	Monitor via:
55
56	- LinkedIn notifications (connections)
57	- CRM enrichment triggers (Apollo, LeadMagic job change detection)
58	- Sales Navigator alerts on saved leads
59	- Newsletter/announcement monitoring
60	- User/contact list re-verification (monthly)
61
62	### Phase 2: Old Company — Champion Replacement
63
64	When a champion leaves:
65
66	- Immediately identify who inherited their responsibilities
67	- Reach out to the new contact within 5 days
68	- Acknowledge the transition, provide value (usage summary, ROI to date)
69	- Frame yourself as a resource during the transition
70	- Don't pitch — help them look good by knowing the account history
71
72	### Phase 3: New Company — New Role Outreach
73
74	When a contact starts a new role, reach out Day 14-21 (after onboarding chaos):
75
76	Subject: "New role at [NewCo] — congrats"
77	Body: Reference their move, connect to what they accomplished at the old company
78	with your product, suggest how it applies here. "At [OldCo] you [achieved X
79	with our product]. Curious if [NewCo] is dealing with similar challenges."
80
81	### Phase 4: Sequence Architecture
82
83	7-day, 3-touch sequence for new role:
84
85	- Day 1: Email (congrats, bridge from old to new)
86	- Day 3: LinkedIn message (more casual, "how's the first few weeks?")
87	- Day 7: Email (value-add: "I compiled some data on [their new industry]")
88	- Day 14+: Move to standard nurture if no reply
89
90	### Phase 5: CRM Hygiene
91
92	- Update contact records: new title, new company, new email
93	- Create new opportunity at new company (linked to past success)
94	- Flag old company account for champion replacement outreach
95	- Tag as "job change — warm re-engagement" for future campaigns
96
97	## Output Format
98
99	Job change playbook with: detection setup, champion replacement templates, new
100	role outreach sequence, CRM update workflow, and tracking dashboard.
101
102	## Quality Check
103
104	Before delivering, verify:
105
106	- [ ] Job change detection covers at least 4 sources: LinkedIn notifications, CRM enrichment triggers, Sales Navigator alerts, and monthly contact re-verification
107	- [ ] Old company champion replacement: new contact identified and reached within 5 days with account history transfer
108	- [ ] New company outreach: first touch at Day 14-21 (after onboarding chaos settles), not Day 1
109	- [ ] Sequence architecture: 7-day 3-touch sequence (email → LinkedIn → email with value-add) with Day 14+ fallback to standard nurture
110	- [ ] CRM hygiene: contact records updated (title, company, email), new opportunity created at new company, old company flagged for champion replacement
111	- [ ] Job change signals tiered by seniority: exec moves get immediate personal outreach, IC moves get automated nurture
112
113	## Common Pitfalls
114
115	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.
116	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.
117	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.
118	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.
119	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.
120
121	## Execution Artifacts
122
123	- `references/framework-notes.md` — named frameworks, citation anchors, and operating assumptions
124	- `templates/output-template.md` — copy-paste deliverable structure for the user
125	- `scripts/check-output.py` — local checklist validator for required sections
126	This skill includes lightweight artifacts the agent can load on demand:
127	Use the artifacts when the user asks for an implementation-ready deliverable, a repeatable workflow, or a quality check rather than generic advice.
128
129	## Implementation Depth
130
131	Use this section when the user asks for a finished asset, not a high-level explanation.
132
133	### Diagnostic Questions
134
135	1. What is the primary motion: founder-led, sales-led, product-led, partner-led, or lifecycle-led?
136	2. Which ICP tier is the output for: small business, mid-market, enterprise, or mixed?
137	3. What proof is available today: customer stories, usage data, third-party validation, screenshots, or none?
138	4. What system will execute the work: CRM, sequencer, warehouse, support desk, product analytics, or manual workflow?
139	5. What decision will the user make from this output: launch, prioritize, route, rewrite, score, coach, or measure?
140
141	### Framework Application
142
143	Map the recommendation explicitly to the named frameworks in this skill:
144
145	- Signal-Based Selling: apply only the part that directly improves the requested deliverable.
146	- Champion Tracking Methodology: apply only the part that directly improves the requested deliverable.
147	- Winning by Design — SPICED: apply only the part that directly improves the requested deliverable.
148
149	### Deliverable Standard
150
151	A strong output from this skill includes:
152
153	- A crisp diagnosis of the current situation
154	- A recommended path with tradeoffs, not a generic list
155	- A concrete artifact the user can use immediately: table, script, checklist, scorecard, sequence, dashboard spec, or implementation plan
156	- A measurement plan with leading and lagging indicators
157	- Risks and edge cases called out before execution
158
159	### Adaptation Rules
160
161	- For small business: reduce complexity, shorten time-to-value, and prioritize owner/operator clarity.
162	- For mid-market: include workflow ownership, handoffs, integrations, and enablement assets.
163	- For enterprise: include governance, risk, procurement, stakeholder mapping, and proof requirements.
164
165	## Related Skills
166
167	- cold-email-strategy, reply-handling, pipeline-management, leadmagic-job-change, crm-integration
168