What If Hiring Was the Sales Signal you missed?

I was on a call recently when I asked a client, “Are you keeping an eye on job postings from your competitors?” 

Their reply? “Wait… aren’t you in GTM, not HR tech?” 

Ok, fair point – we are not here to help people hire better. We are here to help you see what others miss. So job postings? They can tell you a lot most about a company than you are imagining! 

Lets understand with some examples 

• A company hiring five SDRs? I’d say its for building a bigger pipeline target 

• A stealth startup posting for a Head of RevOps? Think of it as a scale up plan 

• A Product Marketer job? There could be a launch. 

At Tapistro , we consider job postings as some of the most easily disguised financial statements (ok, unaudited too)😊. Getting to know what a company is doing, and decoding its ‘why’ is what we aim for. Now, you can logically argue that there could be different interpretations of the ‘why’. Which is where we pair them with different other signals - web traffic shifts, changes in tech stack, public news announcements, social media patterns etc. Putting them together, they tell a bigger story: what’s really going on inside the company. 

And it doesn’t stop at job postings.  

When someone new—like a Head of Marketing or Sales—joins a company, that’s not just an update on LinkedIn. It’s a chance. A window. In their first 90 days, they’re likely to explore new tools, rethink processes, and make fast decisions. If your team knows about it—and acts at the right time—it can be the difference between a cold email and a booked meeting. 

Everyone loves to talk about personalization, but the truth is, great GTM isn’t just about saying the right thing—it’s about saying it at the right time and being intelligent about it. 

Here are two quick reads to go deeper:  

📌 How Job Postings Can Be a Game-Changer for GTM 
📌 Why Tracking Job Changes Should Be Core to Your GTM 

So how do we take this forward?  

If your team still depends on basic MQL lists, static CRM filters, or just doing blind cold calls, can I suggest a complimentary audit to show you exactly how job intelligence can be an asset in your inbound and outbound campaigns?