Headcount by Department
/headcount-by-departmentGive it a LinkedIn company page and get back one headcount number — the company total, or the count for a single department.
Overview
Headcount by Department is a SyncGTM MCP tool that takes a LinkedIn company page URL and returns the company's employee count — the total, or the count for one named department such as Sales or Engineering. It is a point-in-time snapshot: it answers how big a team is right now, not whether that team is growing. Every call costs a flat 2 credits, whether you ask for the total or scope it to a department.
What it does
- 1
Takes one required parameter, `linkedin_page_url` — the LinkedIn company page. A website domain will not resolve here.
- 2
Add the optional `department` parameter, a plain label like "Engineering" or "Sales", to scope the count. Omit it entirely for the company total.
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Returns three fields: `linkedin_page_url`, `department` and `headcount`. One number, not a list of people.
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Handles one department per call. Sales, Engineering and Marketing on the same account is three calls and 6 credits.
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Does not return a trend, employee names, job titles, emails or phone numbers. Use `head_count_growth_rate` for change over time and `find_people_within_company` — which takes the company domain, not the LinkedIn page — for the actual people.
- 6
Costs a flat 2 credits per call, the same for a 20-person company and a 20,000-person one.
How to use it
- 1
Download the skill file — it saves as headcount-by-department.zip.
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In Claude, open Settings → Capabilities → Skills and upload the .zip (or unzip the headcount-by-department/ folder into .claude/skills/ for Claude Code).
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Connect the SyncGTM MCP server — browser sign-in, no API key — then paste in the LinkedIn company page URLs you want counted, one per line.
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Type /headcount-by-department and name the department in plain English: "Sales", not "the revenue org". Leave the department out when you want the company total.
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Tune the batch cap before you paste a long list. Every page is a separate 2-credit call, so say "stop after 25 and report credits used" and give the skill your cutoff ("drop anything under 20 engineers") so the run filters as it goes.
Use cases
Sales team sizing
Check how many sellers an account actually has before you spend credits on contact enrichment. Accounts with a four-person sales team rarely buy sales tooling.
Engineering seat estimates
Size the engineering org at each target account so a dev-tool quote reflects real seats instead of a guess pulled off the company's total employee count.
Expansion gap in the CRM
Compare a customer's current department headcount against the seats they bought. The accounts that outgrew their plan become the expansion queue.
Territory prioritization
Rank a territory list by the size of the department that owns your budget, so reps work the largest buying teams first instead of alphabetically.
GTM workflow examples
Qualify a 40-account list on sales-team size before enriching anyone
- 1Run `check_credits` (free) to confirm the balance covers 40 calls at 2 credits each — 80 credits.
- 2Call `headcount_by_department` on each of the 40 LinkedIn company pages with `department` set to "Sales" — one call per page, there is no batch parameter.
- 3Drop every account under 15 sellers. The headcount column is the written reason each survivor stayed in.
- 4Call `find_people_within_company` (1.5 credits) on each survivor's company `domain` — not its LinkedIn page — with `job_title` ["VP Sales", "Sales Operations Manager"] and `max_profiles` 10, since the price is flat whatever you ask for.
- 5Call `find_work_email` (1 credit) on the LinkedIn URLs those profiles return so the shortlist is sendable.
Outcome: A 12-account shortlist with named sales leaders and work emails for about 122 credits — 80 spent filtering, 42 spent enriching only the accounts that survived.
Split accounts into 'team already built' and 'team being built right now'
- 1Call `headcount_by_department` with `department` "Engineering" on 20 target LinkedIn company pages — 40 credits, one number per account.
- 2Call `head_count_growth_rate` on the same 20 pages (2 credits each, the LinkedIn URL goes in as `identifier`) to get the direction that number has been moving.
- 3Bucket every account into Big-and-growing, Big-and-flat, or Small-and-growing using the two numbers side by side.
- 4Call `company_job_openings` (5 credits, the only job tool that accepts a company LinkedIn URL) on the Small-and-growing bucket only, to confirm there are open engineering reqs behind the growth.
- 5Write the routing rule per bucket: Big-and-growing to an AE with the scale pitch, Small-and-growing to a hiring-trigger nurture sequence.
Outcome: A three-tier account list for 80 credits plus 5 per account you probe for open reqs, where each tier carries a named owner and the pitch angle it opens with.
Find the customers who outgrew the seats they bought
- 1Export customer accounts from the CRM with their LinkedIn company page URL and current paid seat count.
- 2Call `headcount_by_department` with `department` "Sales" on each page — 2 credits per account — for today's team size.
- 3Subtract paid seats from headcount per account; a gap above 10 marks the account as underprovisioned.
- 4Call `newly_hired_executives` (0.5 credits per profile) on the gap accounts — it returns new role, start date and previous role, so you can name the sales managers hired since the contract was signed.
- 5Order the list by gap size and hand it to CS with the new managers named as entry points.
Outcome: An expansion queue where every row shows seats sold, current sales headcount, the gap, and the managers hired since signing as entry points.
Prompts
Paste any of these into Claude once the skill is installed and the SyncGTM MCP is connected.
What is the total headcount for linkedin.com/company/stripe right now?How many people are currently in Sales at linkedin.com/company/figma?Get the Engineering headcount for linkedin.com/company/notion, linkedin.com/company/linear and linkedin.com/company/vercel. Cap it at 3 calls — that is 6 credits — and report the total used.I'll paste 20 LinkedIn company pages. For each one, call headcount_by_department with department "Sales", then drop any account under 15 sellers. Stop after 20 calls and report credits used.Run check_credits first, then get the current Sales headcount for linkedin.com/company/gong-io with headcount_by_department and the trend with head_count_growth_rate. That is 4 credits total — confirm before running.Best practices
Say "right now" or "currently" in the prompt. Words like "growing", "trend" or "over time" mean you want `head_count_growth_rate` instead — same 2 credits, different question.
Pass a LinkedIn company page URL to `linkedin_page_url`. A domain like stripe.com will not resolve; source the page with `find_companies` (0.3 credits per result) if all you have is a website.
Name the department in plain English — "Sales", "Engineering", "Marketing". Translate "the revenue org" or "GTM" into one plain label before calling, and leave the parameter off entirely when you want the company total.
One department per call, 2 credits each. Decide which single department actually qualifies the account before running a batch across three of them.
If a rough employee count is all you need, `enrich_linkedin_page` returns one — plus description and specialties — for 0.5 credits, a quarter of the price. Pay 2 here only when the department split is what makes the decision.
Cap the batch and run `check_credits` (free) first: 50 pages is 100 credits, and adding `head_count_growth_rate` on all 50 doubles it to 200 credits, 4 per company.