Head Count Growth Rate
/head-count-growth-rateReturns a company's employee headcount as a growth trend over time from a LinkedIn URL, id or name, for a flat 2 credits per call.
Overview
Head Count Growth Rate is a SyncGTM MCP tool that takes a LinkedIn company id, URL or name and returns how that company's employee headcount has moved over time. You get a percentage per period, not a single headline number, so you can tell sustained expansion from a one-month spike. It answers "is this account growing" on a list you already hold — for the count today, headcount_by_department costs the same 2 credits and is the right tool.
What it does
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Takes one parameter, `identifier` — a LinkedIn company id, a full LinkedIn URL such as linkedin.com/company/stripe, or a company name. One company per call, no other parameter exists.
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Returns `identifier` plus a `growth_rate` array of `{period, percent}` objects — for example 6m and 12m — rather than one number.
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Prefers the LinkedIn id or URL. Company names collide across subsidiaries and regional entities, and a wrong match still bills.
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Does not return the current headcount, a department breakdown, open roles, revenue, funding or any contact detail. Those are `headcount_by_department`, `job_openings_growth_rate`, `enrich_organization` and `find_people_within_company`.
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Costs 2 credits per call, flat — the same whether one period or four comes back.
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Bills per company, so a 50-account list is 100 credits. If the list does not exist yet, `find_companies` filters on `min_headcount_growth_percent_6m` at 0.3 credits per result.
How to use it
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Download the skill file — it saves as head-count-growth-rate.zip.
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In Claude, open Settings → Capabilities → Skills and upload the .zip (or unzip the head-count-growth-rate/ folder into .claude/skills/ for Claude Code).
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Connect the SyncGTM MCP server using the setup guide for your client at docs.syncgtm.com/mcp_server/setup. Browser sign-in, no API key.
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Paste your accounts as LinkedIn company URLs, ids or names, then type /head-count-growth-rate. Use trend words — "over time", "growth rate", "trend" — because "how many people work there" routes to headcount_by_department instead.
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Tune the batch cap. The skill stops at 30 companies (60 credits) by default; state a different number in the prompt and run check_credits (free) before anything larger.
Use cases
Monday territory triage
Rank a named-account list by growth momentum before you start dialing. The fastest movers get worked first instead of whoever sits at the top of the CRM view.
Renewal risk flags
Spot renewal accounts whose headcount has gone flat or negative ahead of the QBR. Shrinking teams cut tools, and you want that on the agenda early.
ABM tiering
Separate real expansion from large-but-static logos when tiering an ABM list. A 40% jump on a base of 12 is not the same account as 40% on a base of 1,200.
Opener with a number
Give a cold email a verifiable fact — "you added 23% headcount over 12 months" — instead of a generic compliment about their funding round.
GTM workflow examples
Monday: rank the territory by momentum
- 1Run `check_credits` — free — to confirm the balance covers a 25-account run at 2 credits each. Start from a CRM export that carries both the LinkedIn company URL and the domain per account.
- 2Run `head_count_growth_rate` on each of the 25 LinkedIn company URLs, one call per company, passing `identifier` — 50 credits, produces a three-tier split of growing, flat and declining on the longest period returned.
- 3Run `headcount_by_department` on the 8 fastest growers with `linkedin_page_url` and no `department` — 16 credits, gives today's total so a 40% jump on 12 people cannot outrank one on 1,200.
- 4Run `find_people_within_company` on those 8, passing each account's `domain` with `job_title` ["VP Sales", "Head of Revenue Operations"] and `max_profiles` 3 — 12 credits, names the buyer on the team that is expanding.
- 5Run `find_work_email` with the `linkedin_url` on each returned profile — 1 credit per contact, gives the send address.
Outcome: A tiered 25-account list where the top 8 each carry a growth percentage, a current headcount and up to three emailable contacts — 78 credits through step 4.
Renewal risk sheet before the QBR
- 1Run `head_count_growth_rate` on the 15 renewals due this quarter, one `identifier` per account — 30 credits — and flag every account whose longest period is flat or negative.
- 2Run `headcount_by_department` with `linkedin_page_url` and `department` "Sales" on the 4 flagged accounts — 8 credits — to check whether the shrinkage hit the team that actually uses the product.
- 3Run `job_openings_growth_rate` on the same 4 accounts, same `identifier` input — 12 credits — to confirm a hiring freeze rather than a single departure.
- 4Run `check_job_change` with the `profile_url` of your named champion at each flagged account — 8 credits — to see whether the person who signed the contract has left.
Outcome: A QBR risk sheet naming which of the 15 renewals is contracting, whether the contraction hit your user team, and whether the champion is still in seat — 58 credits.
Turn a hiring wave into a first line
- 1Run `company_job_listings` with `company_domain` and `limit` 20 — 1.5 credits — to list open roles and see which function is being staffed. This tool does not accept a LinkedIn URL.
- 2Run `head_count_growth_rate` on the same company, passing the LinkedIn company URL as `identifier` — 2 credits — to confirm headcount is actually rising, not just postings sitting on the board.
- 3Run `headcount_by_department` with that `linkedin_page_url` and `department` "Engineering" — 2 credits — to size the team those roles sit in.
- 4Run `find_people_within_company` with the same `domain`, `job_title` ["VP Engineering"] and `max_profiles` 2 — 1.5 credits — to name the leader doing the hiring.
- 5Run `find_work_email` with that profile's `linkedin_url` — 1 credit — and write the opener around the growth percentage and its period.
Outcome: A per-account email opener built on a checkable number — "headcount up 23% over 12 months and six more engineering roles open" — plus the hiring leader's address, at 8 credits per account.
Prompts
Paste any of these into Claude once the skill is installed and the SyncGTM MCP is connected.
How has headcount changed over time at linkedin.com/company/stripe? Show every period returned with its percentage, and tell me the direction, not just the magnitude.Get the head count growth rate for linkedin.com/company/stripe, linkedin.com/company/figma and linkedin.com/company/airtable — 3 calls, 6 credits. Rank them fastest growing to slowest on the longest period returned and report credits used.Run find_companies with industries ["Software Development"], countries ["United States"], employee_count_ranges ["201-500"], min_headcount_growth_percent_6m 20 and limit 25 — that is 7.5 credits. Then run head_count_growth_rate on the first 10 results, passing the company_name as the identifier, and give me a ranked table with total credits.For linkedin.com/company/figma, give me the current total headcount from headcount_by_department and the growth trend from head_count_growth_rate. Tell me this costs 4 credits and wait for my go-ahead before calling anything.For linkedin.com/company/stripe, run both head_count_growth_rate and job_openings_growth_rate, then tell me whether open roles are running ahead of actual headcount growth. That is 5 credits — confirm the total when you finish.Best practices
Filter at search time when the list does not exist yet. `find_companies` carries `min_headcount_growth_percent_1m`, `_3m`, `_6m` and `_12m` plus `min_headcount_growth_absolute_*` — percent filters favor small companies, absolute filters favor large ones. 50 growing companies from that search is 15 credits; 50 lookups here is 100.
Pass the LinkedIn URL or id, not the company name. Names are ambiguous across subsidiaries and regional entities, and a wrong entity still costs you 2 credits.
Use trend words in the prompt. "Over time", "growth rate" and "trend" route here; "how many people work there" routes to `headcount_by_department`, which is the same 2 credits for a different question.
Read direction before magnitude. Flat is a different conversation from declining, and a short period that disagrees with a long one is a recent inflection worth naming in the email.
Mind the input mismatch when you chain. This tool and `job_openings_growth_rate` take `identifier`; `headcount_by_department` needs `linkedin_page_url`; `find_people_within_company` and `company_job_listings` need the domain. Carry both the LinkedIn URL and the domain per account or the chain stalls.
Cap every batch and report credits. Say "stop after 30 and report credits used" — that is 60 credits — and run `check_credits` (free) before anything larger.