Job Openings Growth Rate
/job-openings-growth-rateReturns the growth rate of a company's open job postings over time from a LinkedIn URL, id or name — hiring momentum before headcount moves.
Overview
job-openings-growth-rate reports how a company's open job postings have moved over time, taking a LinkedIn id, URL or company name as its single identifier and returning a percent figure per period. It calls the SyncGTM MCP job_openings_growth_rate tool at 3 credits per call, one company per call. Open roles lead headcount, so this signal moves earlier than head_count_growth_rate — the skill ranks an account list by it, then confirms the winners against headcount before you spend anything on contacts.
What it does
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Takes one identifier per call — a LinkedIn company id, a full LinkedIn URL like linkedin.com/company/stripe, or a company name. identifier is the only parameter the tool accepts.
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Returns the percent change in that company's open postings per period, as an array — the documented response carries a 3m and a 12m figure in the same call.
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The skill reads every period instead of one number and labels each account Accelerating, Sustained, Flat or Cooling by comparing the short period against the long one.
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Does not return job titles, departments, locations, salaries, job URLs or contacts. For the actual roles the skill routes you to company_job_listings at 1.5 credits or company_job_openings at 5.
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Moves before headcount does, which makes it the earlier of the two growth signals — head_count_growth_rate at 2 credits confirms whether the postings turned into people.
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3 credits per call, flat, no batch mode and no per-result discount: 20 accounts is 60 credits. The skill qualifies longer lists with enrich_linkedin_page at 0.5 credits and runs check_credits (free) before any batch over 30 credits.
How to use it
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Download the skill file — it saves as job-openings-growth-rate.zip.
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In Claude, open Settings → Capabilities → Skills and upload the .zip (or unzip the job-openings-growth-rate/ folder into .claude/skills/ for Claude Code).
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Connect the SyncGTM MCP server at docs.syncgtm.com/mcp_server/setup — browser sign-in, no API key — then run check_credits once to confirm the connection and your balance.
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Type /job-openings-growth-rate and paste LinkedIn company URLs, one per account. Use linkedin.com/company/stripe rather than 'Stripe' — names collide across subsidiaries and regional pages, and a wrong match still costs 3 credits.
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Tune one thing: the credit ceiling. Say 'cap the run at 30 credits and report spend' on every batch, and name which period you want the ranking sorted on — the 3m figure for recent acceleration, the 12m figure for sustained growth.
Use cases
Named-account triage
Rank a 40-account patch by which companies are ramping hiring, so a rep works the five with new budget instead of dialing the whole list. Runs in one pass on Monday morning.
ABM campaign timing
Decide which tier-1 accounts get this quarter's play and which wait. Accelerating postings mean new teams, new tools and an approved budget line.
Expansion timing for CSMs
Check whether a customer is hiring into the department that uses your product before opening an expansion conversation, instead of guessing from seat count.
Hiring-freeze early warning
Catch renewal accounts whose 3m posting trend turned negative. A freeze shows up in postings months before it shows up in headcount or in a churn conversation.
GTM workflow examples
Monday sweep: which named accounts just got hiring budget
- 1Qualify the 20 named accounts with `enrich_linkedin_page` (0.5 credits each, 10 credits) and cut on what it returns — employee_count, description and specialties — dropping the sub-100-employee and out-of-ICP logos, usually about half the list.
- 2Run `job_openings_growth_rate` on the 10 survivors (3 credits each, 30 credits) and rank by the 3m figure, so recent acceleration outranks a stale 12m number.
- 3Confirm the top 5 with `head_count_growth_rate` (2 credits each, 10 credits) — postings up while headcount is flat means reqs are approved but unfilled.
- 4Pull the open roles at those 5 with `company_job_listings` (1.5 credits each, 7.5 credits) using company_domain and limit 50, then group them by function to see which team is being built.
- 5Name the head of that function with `find_people_within_company` (1.5 credits), get a send address with `find_work_email` (1 credit) and check it is deliverable with `verify_email` (0.3 credits) — 2.8 credits per account, 14 across the 5.
Outcome: A ranked five-account list with the growing function, the department head and a deliverability-checked work email for each, for 71.5 credits.
Turn a role-level hiring spike into same-week outbound
- 1Run `search_linkedin_job_openings` (0.3 credits per call, flat) with keyword ['Revenue Operations Manager'], published_at r604800 and max_results 25 to see who posted the role this week.
- 2Collapse the openings to unique companies and run `job_openings_growth_rate` on the 8 that fit ICP (3 credits each, 24 credits) to separate a real build-out from a single backfill.
- 3On the 5 accelerating accounts, run `newly_hired_executives` with functions ['Sales', 'Operations'] and max_results 3 — it bills 0.5 credits per profile returned, so 15 profiles is 7.5 credits.
- 4Get send addresses for those leaders with `find_work_email` (1 credit each, 5 credits) and write the opener around the specific role and the posting trend, not the company name.
Outcome: A sequence-ready list of 5 accounts, each carrying the role that triggered it, both trend percents, the newly hired leader and a work email, for 36.8 credits.
Catch a customer's hiring freeze before the QBR
- 1Run `job_openings_growth_rate` (3 credits each) on every renewal due in the next 90 days — 15 accounts is 45 credits.
- 2Flag any account where the 3m figure is negative while the 12m figure is still positive: hiring has stopped recently, and the annual number is hiding it.
- 3Confirm the flagged accounts with `head_count_growth_rate` (2 credits, same identifier) — postings down with headcount down is contraction, postings down with headcount up is just a finished hiring round.
- 4Check whether the freeze reaches your buyers with `headcount_by_department` (2 credits), passing linkedin_page_url and the department that uses your product, e.g. 'Sales'.
Outcome: A renewal risk list naming which accounts froze hiring, whether the freeze hit your champion's department, and which QBRs need a value case instead of an expansion pitch.
Prompts
Paste any of these into Claude once the skill is installed and the SyncGTM MCP is connected.
Get the job openings growth rate for linkedin.com/company/stripe. Show every period returned with its percent and tell me whether hiring is accelerating or cooling.Run job_openings_growth_rate on these 6 accounts and rank them fastest to slowest on the 3m figure: linkedin.com/company/ramp, linkedin.com/company/brex, linkedin.com/company/rippling, linkedin.com/company/deel, linkedin.com/company/airtable, linkedin.com/company/vercel. Stop after 6 calls and report credits used.Qualify linkedin.com/company/gitlab, linkedin.com/company/hubspot, linkedin.com/company/atlassian and linkedin.com/company/notionhq with enrich_linkedin_page first, drop anything with employee_count under 200, then run job_openings_growth_rate on the survivors. Cap the run at 30 credits and itemize the spend.For linkedin.com/company/figma and linkedin.com/company/canva, run job_openings_growth_rate and head_count_growth_rate, then tell me which one has approved reqs it has not filled yet. That is 10 credits total.Run job_openings_growth_rate on linkedin.com/company/databricks. If the 3m figure is positive, pull their current open roles with company_job_listings using company_domain databricks.com and limit 25, then group the roles by function.Best practices
Shortlist before you spend. At 3 credits this is one of the pricier company tools — 40 accounts qualified with enrich_linkedin_page costs 20 credits and leaves maybe 12 worth running, so 36 credits instead of 120.
Pass the LinkedIn URL or id, never the bare company name. The tool accepts a name, but names collide across subsidiaries and regional pages, and a wrong match still bills 3 credits.
Do not use it to read job posts. It returns a trend and nothing else. Roles, titles and locations come from company_job_listings at 1.5 credits or company_job_openings at 5.
If you only need to know whether a company is hiring at all, linkedin_job_listings is 1 credit per call and search_linkedin_job_openings is 0.3 per call, flat whatever filters you set. Save this tool for accounts where the direction of hiring changes your play.
Pair it with headcount. Rising postings plus flat headcount means the reqs are approved but unfilled — the best week to reach out. Falling postings plus rising headcount usually just means the hiring round closed.
Cap every batch in the prompt: 'stop after 15 and report credits used'. There is no per-result discount, so 30 accounts is 90 credits.