Premium LinkedIn Page Insights
/premium-linkedin-page-insightsTurns a LinkedIn company page into headcount trend, hiring pattern and employee distribution by department for 3 credits a call.
Overview
Premium LinkedIn Page Insights is a SyncGTM MCP skill that takes one LinkedIn company page and returns growth trends, hiring patterns and employee distribution by department. It is the most detailed company tool on the server and the most expensive at 3 credits, because each run makes two API calls — one to resolve the identifier, one to fetch the insights. Qualify with enrich_linkedin_page at 0.5 credits first, then escalate only the accounts that survive.
What it does
- 1
Takes one `identifier` per call — a LinkedIn company page URL, a LinkedIn id, or a company name. That is the only parameter the tool accepts.
- 2
Returns three things: a headcount trend, a hiring pattern carrying the open-roles trend, and employee distribution broken down by department.
- 3
Makes two API calls per run — one to resolve the identifier to a company, one to fetch the insights — which is why it costs more than the other company tools.
- 4
Does not return emails, phone numbers, domains, funding, revenue or technologies. Firmographics from a domain are enrich_organization at 2 credits.
- 5
Has no batch, limit or date-range parameter. Forty companies is forty separate calls.
- 6
Costs 3 credits per call, flat. One hundred companies is 300 credits, so it belongs on a shortlist and never on a raw list.
How to use it
- 1
Download the skill file — it saves as premium-linkedin-page-insights.zip.
- 2
In Claude, open Settings → Capabilities → Skills and upload the .zip (or unzip the premium-linkedin-page-insights/ folder into .claude/skills/ for Claude Code).
- 3
Connect the SyncGTM MCP server — browser sign-in, no API key — then run check_credits (free) to confirm your balance. Budget 3 credits per company.
- 4
Paste your shortlist as LinkedIn company URLs and type /premium-linkedin-page-insights. Prefer the URL or LinkedIn id over the company name: resolving the identifier is one of the two API calls, and a name can match the wrong subsidiary or region.
- 5
Tune the skill's batch cap — the one setting worth touching, because the tool itself takes no limit parameter. It defaults to 20 accounts (60 credits) and the skill stops for confirmation above that. Also state what you want out of the run — "growth trends and hiring patterns" returns a summary, "enrich this company" returns a data dump.
Use cases
QBR pipeline health
Tag every open opportunity as growing, flat or shrinking before a pipeline review. The call is based on headcount and open-roles trends rather than the rep's gut feel.
Expansion timing
Spot the customer whose engineering or sales team holds the largest and fastest-expanding share of headcount, and time the upsell to that team.
Shortlist ranking
Rank a qualified account list by growth direction so reps work the 12 accounts that are hiring instead of all 200.
Account opener research
Name the fastest-growing department in a cold email or discovery call. The opener references something happening at the account, not a boilerplate line.
GTM workflow examples
Monday: cut 200 ICP accounts down to a growth shortlist
- 1`find_companies` — pull 200 accounts matching the ICP with `industries`, `employee_count_ranges` (`201-500`, `501-1000`) and `min_headcount_growth_percent_6m`, at 0.3 credits per result. `limit` maxes at 100, so that is two pages using `cursor`. Produces 200 company records with LinkedIn pages and domains (60 credits).
- 2`enrich_linkedin_page` — run all 200 at 0.5 credits flat for description, specialties and employee count, then cut everything under 200 employees. Produces roughly 18 qualified pages (100 credits).
- 3`premium_linkedin_page_insights` — 3 credits on each of the 18 survivors, one `identifier` per call. Produces a headcount trend, an open-roles trend and a department split per account (54 credits).
- 4`find_people_within_company` — 1.5 credits flat per company, on the 12 whose headcount trend is growing. It takes the `domain` from step 1, not the LinkedIn page, and narrows with `job_title` to the roles inside the expanding department (18 credits).
- 5`find_work_email` — 1 credit per contact, `linkedin_url` from those profiles, on that committee only.
Outcome: A 12-account working list where every row carries growth direction, the expanding department and named contacts with work emails, for 232 credits of research plus 1 credit per email, against the 600 it would cost to run the premium call across the raw 200.
Pipeline health check before a QBR
- 1`check_credits` — free. Confirm the balance covers 3 credits multiplied by the number of open opportunities before anything runs.
- 2`premium_linkedin_page_insights` — one call per opportunity LinkedIn page, capped at 20 by the skill because the tool has no limit parameter. Produces headcount trend, open-roles trend and employee distribution for each account (60 credits at the cap).
- 3`headcount_by_department` — 2 credits, `linkedin_page_url` plus `department`, on the three accounts where one department dominates the distribution, to turn a share into the exact headcount you can quote in the review.
- 4`company_job_openings` — 5 credits, `company_linkedin_url`, on the accounts whose open-roles trend is up. It is the only job tool that accepts a company LinkedIn URL, and it lists the actual roles so you can name the team doing the hiring.
- 5`linkedin_page_posts` — 0.3 credits flat, `company_url` plus `max_posts: 5`, for the narrative behind the trend in the account's own words.
Outcome: A one-page QBR table tagging every open opportunity growing, flat or shrinking, with the expanding department, its current headcount and the roles it is hiring for.
Expansion play into a customer's growing department
- 1`premium_linkedin_page_insights` — 3 credits on the customer's LinkedIn page. Produces which department is expanding fastest and whether open roles are trending up.
- 2`newly_hired_executives` — 0.5 credits per profile, so set `max_results: 10` (5 credits) and pass `functions: ["Engineering"]` or `["Sales"]` to match that department. Returns each hire's new role, start date and previous role — there is no date parameter, so filter to this quarter on the start date yourself.
- 3`linkedin_profile_posts` — 0.3 credits flat, `profile_url` plus `max_posts: 10`, on the three who own budget.
- 4`find_work_email` — 1 credit each, `linkedin_url`, on those three.
Outcome: Three named budget owners in the department that is expanding fastest, each with a start date, a recent post to reference and a work email, for about 12 credits per account (3 + 5 + 0.9 + 3).
Prompts
Paste any of these into Claude once the skill is installed and the SyncGTM MCP is connected.
Run premium_linkedin_page_insights on linkedin.com/company/stripe. Tell me whether headcount and hiring are growing or shrinking, and which department is expanding fastest.Enrich these 200 LinkedIn company pages with enrich_linkedin_page, keep only the ones above 200 employees, then run premium_linkedin_page_insights on the survivors. Stop after 20 accounts and report credits used.Here are 12 LinkedIn company URLs for my open opportunities. Run premium_linkedin_page_insights on each, cap the run at 12 calls, rank them by headcount trend and open-roles trend, and flag any that are shrinking.Check my balance with check_credits, then run premium_linkedin_page_insights on these 8 LinkedIn company pages. Give me a table with headcount trend, open-roles trend and the top three departments by share of employees.For linkedin.com/company/figma, run premium_linkedin_page_insights and write two cold email opening lines that reference the fastest-growing department. Do not call any other tool.Best practices
Qualify cheaply first. Run enrich_linkedin_page at 0.5 credits across the full list, cut on employee count, and escalate only the survivors — pointing this tool at 100 unfiltered companies costs 300 credits.
Pass the LinkedIn URL or id as the `identifier`, not the company name. Resolving it is one of the two API calls this tool makes, so an exact identifier leaves less room for a wrong subsidiary or wrong region match.
Say what you want out of it. "Growth trends and hiring patterns" returns a usable summary; "enrich this company" returns a data dump you have to read twice.
Do not buy the whole report for one field. head_count_growth_rate is 2 credits for headcount over time, headcount_by_department is 2 credits for a single department number, job_openings_growth_rate is 3 credits for hiring momentum alone.
Cap every batch in the prompt — "stop after 20 and report credits used". At 3 credits a call this is the fastest way to spend a balance, and `identifier` is the only parameter, so there is no limit to protect you.
Read the trend, not the number, and refresh quarterly. These are trend fields, so re-running the same accounts weekly pays 3 credits a time for the same answer.