Why are job postings good buying signals?
A job posting tells you what a company is about to spend time and money on. When a 40-person software company posts its first "Head of Growth" role, it's telling you it has decided marketing needs an owner, it has budget for that person, and it doesn't yet have the tools, agency, or processes that person will want. If you sell to marketing teams, that company is a better prospect this month than it was last month.
Timing is what makes the signal useful. While the role is open, the founder or executive running the search is feeling the gap and thinking about how the work should get done. Once the hire starts, that person usually takes a few months to settle in before changing anything. Reaching the company while the posting is live puts your product in front of them while the decision is still open.
Doing this by hand is slow. You'd search job boards for the right titles, copy each company into a spreadsheet, check whether it fits your customer profile, figure out who's running the hire, and find their email. Then you'd do it all again next week, because new postings appear every day and old ones close. That's steady, repetitive research with clear rules, which is exactly the kind of work an AI marketer handles well.
Kite is an AI marketer. It researches your business, builds a growth strategy, and ships the work that brings you new customers. Here's how it turns job postings into a list of companies worth contacting.
How Kite finds companies hiring for a specific role
Kite starts with what it already knows about your business, including your product, your ideal customer, and who usually buys from you. It uses that to decide which roles signal a need for what you sell. Then it searches recent job postings for those roles, checks each hiring company against your customer profile, and finds the right person to contact at the companies that fit.
The finished list carries the posting itself as the reason to reach out. Kite can save it to your CRM or a spreadsheet, write outreach that opens with the hire, and run the same search again each week so new postings reach you while they're still fresh.
- Decide which roles signal a need for what you sell
- Find the companies posting those roles
- Check that each hiring company is a good customer
- Find the person to contact
- Build the list and write outreach around the posting
- Keep finding new postings every week
Decide which roles signal a need for what you sell
The first decision is which hires matter to your business, and it isn't always the obvious one. A company hiring a head of marketing is a strong signal if you sell marketing software or services. A company hiring its first marketing operations manager may be a stronger one, because that person's first job is often choosing the tools the team will use.
Kite proposes the roles from what it knows about your customers and how they buy. If you sell outbound email software, it might suggest companies hiring several sales development reps at once, since a growing outbound team needs sending and sequencing tools. If you're an agency that runs paid ads, it might suggest companies hiring a growth marketer, because many of them will want outside help while the role is open. You can accept the list, change it, or name the exact role you have in mind.
Kite also settles how senior the role should be and how recent the posting must be. A founder hiring a "Head of Marketing" is a different buyer than a large company hiring its twelfth "Marketing Manager", and Kite treats them differently.
Find the companies posting those roles
Kite searches job postings across the whole market to find the companies hiring for the roles you chose. It narrows the search by the seniority of the role, such as head, director, or vice president, and by the type of work, such as marketing management or sales. It can also limit the search to a country or US state and to postings first seen after a certain date.
Job titles vary too much to match on their own. One company's "Head of Growth" is another's "Marketing Lead" or "Director of Demand Generation". So Kite searches by level and type of role first, then reads each posting's title and description to keep the ones that describe the job you mean. A "Head of Marketing" posting at a hospital network and one at a 30-person software company can carry the same title, and the description is what tells them apart.
When you already have a list of target accounts, Kite can work the other way. It checks the open roles at each company you name, filtered to the departments you care about and to postings that are still open. That answers a question many sales teams ask every quarter: which of our target accounts are hiring for marketing right now?
Every posting comes with a link to where it was found, which is often LinkedIn or another job board rather than the company's own careers page.
Related How-to pages
- How to find companies showing buying signals with PredictLeads: Find companies that are hiring, raising money, or expanding, and keep only the recent events worth acting on.
Check that each hiring company is a good customer
A job posting tells you when to reach out, but it doesn't tell you whether the company is worth reaching. Kite checks each hiring company against your ideal customer profile before it goes any further. It looks at industry, size, location, funding, and the other criteria your best customers share, and it drops the companies that don't fit.
Kite also drops postings that no longer give you a reason to call. It checks whether each role is still open and favors postings that appeared recently. A role that has been listed for eleven months tells a different story than one posted last Tuesday, and Kite can treat a long-open role as a sign the company is struggling to fill it.
The posting often adds detail you can use. Descriptions name the tools the new hire will run, the goals they'll own, and the size of the team they'll lead. A posting that asks for "experience building our outbound motion from scratch" tells you the company doesn't have one yet. Kite keeps those details with the company so the outreach can use them.
Find the person to contact
The new hire isn't your contact, because that person doesn't work there yet. The right person is usually whoever the role reports to, since they're running the search and feel the gap most. At a small company hiring its first head of marketing, that's often the CEO or a founder. At a larger company hiring a marketing operations manager, it's more likely the VP of Marketing.
Kite reads the posting for clues, such as "reports to the CEO", then searches professional profiles at the company by title, function, and seniority. It confirms each person's current role and employer from a public source. Once the match is clear, Kite adds the person's LinkedIn profile and a professional email when one is available, along with the source for each detail.
Related How-to pages
- How to find companies showing buying signals and identify contacts with PredictLeads, Apollo: Find companies at a timely moment with PredictLeads, then find the right people there and their contact details with Apollo.
Build the list and write outreach around the posting
Kite scores each lead from one to five against your company and contact criteria and writes a one-line reason for every score. For larger lists, it splits the leads into a primary group to contact first and a secondary group to hold. Each row also carries a "why now" field with the posting's title, the date it was first seen, and the link to it.
That field is what makes the outreach work. A message that opens with "I saw you're hiring your first head of growth" earns more attention than a generic introduction, because it shows you understand what the company is trying to do. Kite drafts emails that connect the hire to your product, such as how your tool helps a founder cover marketing while the search is open, or how it gives a new marketing leader a running start in their first month.
Kite can save the list to your connected CRM or a spreadsheet, or send the emails from your team's Kite address or a connected email product. It shows you the emails first, and they go out once you approve them. Kite then reports which messages were delivered and who replied.
Related How-to pages
- How to build a lead list from company signals with PredictLeads, Crustdata: Build a lead list around timely company events such as hiring or funding, with the right contacts filled in.
Keep finding new postings every week
New roles are posted every day, so a hiring list goes stale quickly. You can ask Kite to run the same search on a schedule, such as every Monday morning, and deliver only the companies that posted a matching role since the last run. Each run applies the same customer profile and the same rules for who to contact, so the list stays consistent from week to week.
Over time, the replies show which roles actually lead to conversations. If companies hiring a first marketing hire reply far more often than companies hiring a fifth, Kite can suggest narrowing the search toward the roles that produce results.
What you get
A list of companies hiring for your chosen roles
Each company matches your ideal customer profile and has a recent, open posting for a role that signals a need for what you sell.
The posting behind each company
The job title, the date it was first seen, a link to the posting, and the details from its description that matter for your pitch.
The right person at each company
The person the new hire will likely report to, with their current title, LinkedIn profile, and a professional email when one is available.
A score and a reason for every lead
A score from one to five with a short explanation, so your team knows where to start.
Outreach that opens with the hire
Draft emails that connect the open role to your product, ready for you to review and approve.
A weekly refresh, if you want one
The same search on a schedule, delivering only the companies that posted a matching role since the last run.
How to get started
Start by telling Kite which hire you care about. You might ask, "Find B2B software companies in the US that are hiring their first head of marketing" or "Which companies are hiring for roles that need our product?" You can ask in the Kite web app or in Slack.
Kite uses what it knows about your business to propose the roles to track, how senior they should be, the customer profile each company must match, and who to contact at each one. It also suggests a list size and how recent the postings should be. You can adjust any of it before the research begins.
The job-posting search and the contact research run on data sources built into Kite, so there's nothing to connect for the first list. Connect your CRM or a spreadsheet when you want Kite to save the finished records there, and connect an email product if you'd rather send from it than from your team's Kite address.
Integrations used to find companies hiring for a specific role
Kite uses three built-in data sources for this work. PredictLeads finds the companies that are hiring. Apollo and Crustdata find the people at those companies and the details needed to reach them. You don't need an account in any of them to start.
Find the companies that are hiring
Find the right people and their contact details
Kite finds the people at each hiring company by title and seniority and adds professional email addresses. Apollo also shows a company's active job postings, which Kite can use to confirm a role is still open.
Kite searches professional profiles to confirm each contact's current role and employer and adds company details, including hiring and leadership information, that help decide whether the company fits.
Common questions
Can Kite search for an exact job title?
Kite searches job postings by the level of the role and the type of work, then reads each posting's title and description to keep the ones that match the title you gave it. Searching that way catches the many different names companies use for the same job. A search for heads of marketing also finds the postings titled "Head of Growth" or "Marketing Lead" that describe the same role, and it leaves out the ones that only share the words.
How recent are the job postings Kite finds?
Kite searches postings from the last year and favors the most recent ones, since a new posting is a stronger reason to reach out than an old one. It also checks whether each role is still open. You can set the window yourself, such as postings from the last 30 days.
What if the company has already filled the role?
A filled role is a different signal, and it can still be a good one. A new leader often reviews the team's tools and vendors in their first few months. Kite can track announcements of new leadership hires alongside open postings, so you can reach the new head of marketing after they start as well as the CEO while the search is still running.
Can Kite combine hiring with other signals?
Yes. Kite can look for companies that are hiring and have also raised money recently, expanded to a new office, or launched a product. A company that just closed a round and posted its first marketing role is a stronger prospect than one showing only one of those signs, and Kite can rank it higher.
Do I need my own PredictLeads, Apollo, or Crustdata account?
No. All three are built into Kite and run on Kite's own access, so you can find hiring companies and their contacts without signing up for any of them.