Hiring Signal Spotter

free skill · signal-research

Read a company's open roles as a buying signal and turn them into an outreach angle.

What you need before you run it

Needs an Apify token (usage billed to your Apify account); Node.js 18+.

  • Apify account and API token (APIFY_TOKEN) (required). Runs the live data actors. Cost: A free Apify account works. Each run bills your own Apify account at the actor's Store price: gtm-hiring-signal-scraper 0.05 USD per company.
  • Node.js 18 or newer (required). The MCP tool calls. Cost: Free. It starts the Mamba Labs MCP server with `npx`.
Install it
bash
/plugin marketplace add mambalabsdev/mamba-labs-skills

What it does

Open roles are the most reliable public statement of what a company has decided to spend money on next quarter. This skill reads the roles from the applicant tracking system the company actually uses, separates the roles that mean something from the backfills that do not, and turns the surviving signal into one specific outreach angle.

When to use it

  • is this company hiring
  • hiring signals for this domain
  • are they investing in sales
  • job board intent
  • research this prospect before I reach out

What it needs from you

  • domain: the company domain
  • roles: which role families matter for your offer

Live data it reads

Roles are read live from the company's own job board rather than from an aggregator, so the result reflects what is open today. - gtm-hiring-signal-scraper: open roles from the company's applicant tracking system, filtered to the role families you care about Store page: https://apify.com/mambalabs/gtm-hiring-signal-scraper Runnable example input:

How it works

  1. Pull the open roles. If the company has no discoverable job board, say so plainly rather than reporting zero roles as a finding, because absence of a board is not absence of hiring.
  2. Separate net new roles from backfills where the posting makes it possible. A first sales hire and a fifth are different signals.
  3. Read the seniority shape. Hiring a leader before the team means a function is being built; hiring the team before the leader means one is being scaled.
  4. Read the copy of the posting itself, not just the title. The tools named in a job description are a tech stack signal, and the responsibilities are a statement of the problem they are hiring to solve.
  5. Grade the signal: strong, moderate, or none, with the role that carries it named.
  6. Write the outreach angle from the specific role, not from the fact of hiring. Referencing that they are hiring is generic; referencing what the role is being hired to fix is not.

What you get back

The role list with dates, the signal grade with the role that carries it, the stack hints found in the descriptions, and one outreach angle in two sentences.

The quality bar

  • No discoverable job board is reported as unknown, never as zero
  • The signal grade names the specific role that carries it
  • The outreach angle references what the role is for, not that hiring is happening
  • Role descriptions are read, not only titles

Where it runs

  • Claude Code
  • Codex CLI
  • Cursor
  • MCP-compatible agents

Get the skill

We will email you the install command and a link to the skill. No account, no purchase.

Related

Signal Based Selling PackpackCompany Change MonitorskillGTM Signal AggregatorskillAccount Intelligence BriefskillGTM Hiring Signal ScraperactorFunding Press Signal ScanneractorKnowing which businesses are about to expand their sales teamuse-caseWhere hiring signals differs for Australian companiesuse-caseAccount executive and hiring signalsuse-caseAccount executives and the hard part of hiring signalsuse-caseAccount managers: the honest take on hiring signalsuse-caseThe real work behind hiring signals for brand marketersuse-caseGetting hiring signals right for CFOuse-caseChannel sales managers and the hard part of hiring signalsuse-caseChief revenue officer: hiring signals without the guessworkuse-caseThe hiring signals question for CMOuse-caseReading hiring signals for community managersuse-caseThe hard part of hiring signals for content marketersuse-caseContent and communications and the hiring signals problemuse-caseThe hard part of hiring signals for customer successuse-caseThe hiring signals question for customer supportuse-caseDemand generation managers and the hiring signals problemuse-caseEditorial: the work behind hiring signalsuse-caseEnterprise account executives: the honest take on hiring signalsuse-caseExecutive and the cost of hiring signalsuse-caseHiring signals for field and event marketersuse-caseHiring signals for finance and accounting, start to finishuse-caseGrowth marketers and the cost of hiring signalsuse-caseGTM recruiters: the work behind hiring signalsuse-caseThe hiring signals question for lifecycle and CRM marketersuse-caseMarketing and hiring signalsuse-caseMarketing operations: the work behind hiring signalsuse-caseOnboarding specialists: hiring signals without the guessworkuse-casePaid media managers: the work behind hiring signalsuse-caseThe hard part of hiring signals for partnershipsuse-caseHiring signals for partnerships and channeluse-caseProduct marketers and the hiring signals problemuse-caseThe hard part of hiring signals for renewals managersuse-caseWhere hiring signals differs for revenue analystsuse-caseRevOps and sales ops: hiring signals without the guessworkuse-caseSales: the work behind hiring signalsuse-caseReading hiring signals for sales enablementuse-caseGetting hiring signals right for sales engineersuse-caseReading hiring signals for sales operationsuse-caseReading hiring signals for SDRuse-caseWhere hiring signals differs for sdrs and bdrsuse-caseThe hiring signals question for security engineersuse-caseSeo managers and hiring signalsuse-caseWhere hiring signals differs for smb account executivesuse-caseHiring signals for software engineersuse-caseReading hiring signals for solutions consultantsuse-caseTechnical account managers and the hiring signals problemuse-caseHiring signals for VP of sales, start to finishuse-caseHiring signals for Canadian companies, start to finishuse-caseWhere hiring signals differs for cybersecurity companiesuse-caseDesign companies: the work behind hiring signalsuse-caseReading hiring signals for developer tools companiesuse-caseThe real work behind hiring signals for Dutch companiesuse-caseEngineering companies: the honest take on hiring signalsuse-caseEnterprise companies: hiring signals without the guessworkuse-caseHiring signals for European companies, start to finishuse-caseFintech companies and hiring signalsuse-caseFrench companies and hiring signalsuse-caseThe hiring signals question for German companiesuse-caseGetting hiring signals right for healthtech companiesuse-caseThe real work behind hiring signals for legal companiesuse-caseGetting hiring signals right for SaaS companiesuse-caseThe real work behind hiring signals for UK companiesuse-caseGetting hiring signals right for US companiesuse-case