Finding companies that are starting to hire for roles relevant to what you sell so you can reach out before anyone else does.

• Open job boards and professional networks daily to search for specific titles matching your ideal customer profile.
• Scan company career pages manually for newly opened positions.
• Cross-reference the hiring company against your CRM to see if you already have an existing contact.
• Search LinkedIn to find the likely hiring manager or department head for that specific role.
• Draft a cold email from scratch referencing the open position and why your product is relevant.

Checking the same company career pages and job boards every single day only to find that you missed the window by a week.

1. You

   1. Set the hiring signal and priority rules

   Define the target job titles, company characteristics, geographic limits, and signs that a new role is worth pursuing. Decide in advance which signals are disqualifying, such as an existing opportunity or a role outside your product's use case.

2. AI

   2. Collect and normalize new hiring signals

   Give the AI newly found job posts, career-page changes, or daily search results. Have it remove duplicates and organize each signal by company, role, posting date, location, and source text.

3. AI

   3. Qualify the companies against the target profile

   Ask the AI to compare each company and role with the rules from step 1, explain the match, and flag uncertain or stale postings. AI can prioritize evidence, but it cannot reliably confirm that a posting is still active or that the role has budget.

4. AI

   4. Check account and contact context

   Provide the qualified company list and relevant CRM records for the AI to match against existing accounts and contacts. Ask it to identify likely hiring-manager or department-head titles and clearly label any contact inference that still needs verification.

5. You

   5. Choose which accounts to pursue now

   Review the evidence, verify that the role is current, and decide which accounts receive outreach today, which require more research, and which should be excluded. This decision controls where sales time is spent and prevents an inferred contact or weak hiring signal from triggering outreach.

6. AI

   6. Prepare the outreach brief

   For each approved account, have the AI create a concise brief containing the hiring signal, relevant company context, verified or suspected contact, reason the role may relate to your offer, and a draft email that references the specific opening without claiming facts not in the source material.

7. You

   7. Verify and send the selected outreach

   Check every factual claim, correct the recipient and role details, add the appropriate call to action, and send only the messages that meet your standards. Do not send when the job, contact, or product relevance cannot be verified.

• reaching out to former colleagues and personal contacts to announce a new company or product launch without sounding like a spammy marketer
• Turn raw discovery call notes into a structured pilot proposal for a new client
• Reply to inbound beta signups to figure out if they are a real fit before getting on a call
• following up on proposals that went quiet without annoying the prospect

• Research an incoming company and its decision makers before a first sales meeting
• Prep for a B2B demo call by checking recent company news, job postings, and tech stack changes to build relevant questions.
• Reviewing a new sales rep's practice pitch against the team's call criteria before letting them talk to real prospects
• Reviving deals that went quiet after sending a proposal by finding matching case studies and writing a follow-up message.