Hiring intent signals, so every call has a reason behind it.
Not an alert that a company is in the news. A reason to call, the person to call, and why today rather than next month.
Hiring intent signals are moments that give a recruiter a legitimate reason to contact a client. Signals draws them from an agency's own conversations as well as from market news, funding, layoffs and job activity, then puts them on the company record with the person who owns the brief. The point is not that a company might be hiring. The point is that the call has a reason the client will recognise.
What it is
Every recruiter has tried news alerts and abandoned them. An alert tells you a company raised a round, and the same alert is sitting in every competing recruiter's inbox by lunchtime. None of it tells you who to call or what to say. A signal is different because it arrives attached to a relationship your team already has, and because the reason for the call is the thing the client hears first. That is what turns market noise into opportunities created rather than another tab left open.
From your own conversations
Changes in how a client talks about hiring, gaps raised repeatedly across calls, a pattern in how long it has been since they last briefed you. These are not public and nobody else can read them.
From the market
Funding rounds, leadership moves, layoffs, job activity, and hiring pressure in a sector. Drawn from the sources you have connected.
The set of signals grows as we build more.
How it works
The pattern is noticed, inside and outside
A change in what your team is hearing on calls, or a move in the market. Both count, and the internal ones are the ones nobody else has.
It lands on the company, with the relationship attached
Not an email in a separate inbox. On the company record, alongside everyone your team already knows there and when they last spoke.
It names the person and the reason
Who owns this brief, when you last spoke to them, and the specific thing to open the conversation with. A promotion to acknowledge, a role to mention, a round to reference.
It expires
A manager sets how long a signal stays live. Something that has sat for three months is not a signal, it is a to do item, and a list of hundreds is a list nobody opens.
Where more than one recruiter could work the same client, a signal can be claimed. The rest of the team sees it is being worked, so a client does not take three calls from the same agency in a week. Anyone can dismiss a signal that is not worth working. It holds across offices as well as across a desk.
The move is public. Twelve months of conversation, and the fact that Stripe is a company you can work with, are not.
What it means on the desk
You open with something the client is pleased to talk about, not a question about headcount.
The recruiter who knows them is the one who gets told.
Nothing sits on a list long enough to become wallpaper.
Where it fits
Revenue-first. Why opportunities created is the only thing that grows a desk.
Automatic capture. Why your own conversations can produce a signal at all.
Everything on a role. Where a signal goes once it becomes a live brief.
Common questions
No, and the difference is where half of it comes from. The signals that matter most are derived from your own conversations, a client who has gone quiet against their own briefing rhythm, a skill gap raised by four managers in a month. No alert service can see those. On market signals we agree the news is public, so what we add is the relationship, the person who owns the brief and when you last spoke.
Two places. Your own conversations and records inside Signals, and public market information from the sources you have connected. Internal signals are built from activity your team logged, calls, briefs and notes. Market signals cover funding, leadership moves, layoffs, job activity and sector hiring pressure. Which market sources are live is up to you, and you can see them on the integrations page.
Fewer than you expect, by design. Every signal expires on a timer a manager sets, so the list clears itself rather than accumulating. A recruiter sees signals on the companies they own, and once a signal is worked or dismissed it leaves the list. We would rather you trust a short list than scroll a long one, so we do not promise a volume.
Not if the signal is claimed. Where more than one recruiter could work a client, whoever picks the signal up claims it, and the rest of the team can see it is being worked. That is visible across offices, so a client in one market does not take three calls from the same agency in a week. Anyone can dismiss a signal that is not worth working.
Yes, by type. A manager chooses which signal types are live for a team, and how long each type stays live before it expires. If leadership moves are noise in your market, switch them off and keep the internal ones. Individual recruiters can dismiss anything on their own list without switching the type off for everyone else.
Partly, and it is worth being plain about it. Internal signals need history, so a company your team has never spoken to produces market signals only, funding, leadership moves, job activity. Useful, but the same information a competing agency can read. The internal half gets stronger the longer you work a client, which is the opposite of how a bought list behaves.