Open roles
Detect relevant job openings, cluster them by account, and separate routine posting activity from a real hiring push.
Back to systems
Market intelligence
Act on hiring intent before it becomes obvious.
Monitor the companies and people that matter to your desk. Talent Signals turns hiring patterns, leadership moves, candidate activity, and market events into timely opportunities with the context to act.
- Built for your niche
- Context attached
- Human approval where it matters
Signal monitor
08:51
Open roles
TLC Engineering added four senior rolesAtlanta cluster, staffing trigger, account owner notified
08:42
Candidate
Senior operator marked open to workFit 89 across three active searches, recruiter review ready
08:34
Headcount
Target account growth acceleratedEngineering-heavy expansion, 12 hiring contacts mapped
08:17
Next action
Grounded outreach draft preparedSignal, account history, and suggested angle included
Listening across your source map
Illustrative workflow
Built with recruiting teams across agency and enterprise
- KORE1
- KoreRPO
- Vitruvian
- Verity Growth
- Kienbaum
- Scale Up Staffing
Demand signals
Every move your market makes.
Hiring intent appears across public data and company behavior before it becomes a crowded opportunity. We define the signals that matter to your niche and keep the noise out.
Hiring velocity
Track companies adding several roles in a short window so recruiters can respond while the need is still forming.
Funding and expansion
Connect funding, new offices, acquisitions, and growth announcements to the teams and skills likely to be hired next.
Leadership moves
Surface arrivals, departures, and promotions that create new mandates, backfills, and relationship openings.
Headcount change
Watch directional team growth and contraction to identify where demand is building and where talent may become available.
Backfill patterns
Connect individual departures with account history and prior hiring behavior to flag likely replacement work.
From signal to action
Signals do not sit in another dashboard.
Each item is qualified, enriched, and routed into the tools your team already uses. Your recruiter sees why it matters and can approve the next step.
Map your first monitor-
01
Always on
Listen
Monitor the right sources.
Company sites, public data, people movement, and niche sources enter through a source map built for your desk.
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02
Your logic
Qualify
Apply your opportunity rules.
The system checks fit, timing, account priority, recent activity, and exclusions before anything reaches a recruiter.
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03
Traceable
Explain
Attach the context.
Every signal includes the evidence, account history, relevant contacts, and the reason it deserves attention.
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04
Review ready
Act
Prepare the next move.
Draft the outreach, create the task, or update the CRM after the human review point your team chooses.
Supply signals
The candidate side, too.
Knowing which company may hire is one half of the timing advantage. Candidate-side monitoring helps your team recognize when the right person may be ready for a conversation.
Availability changes
Watch relevant public availability signals and compare them with the live searches your team is working.
Profile activity
Surface meaningful updates and movement patterns without treating every profile edit as an opportunity.
Tenure windows
Use role, company, and tenure context to help recruiters prioritize long-tenured people in relevant markets.
Market movement
Connect departures, team changes, and competitor movement to talent pools your desk already understands.
Best fit
For recruiting teams whose win is timing.
If the value of your desk comes from knowing a market before everyone else, the monitor gives that judgment a repeatable operating layer.
Executive search
Track leadership movement and relationship openings in markets where the job board arrives too late.
Account-based recruiting
Watch a defined account universe and give each owner a focused view of what changed.
Retained search
Bring a sharper market view to client conversations and show where demand and talent are moving.
RPO and enterprise TA
Add a consistent sensing layer across priority roles, talent pools, and business units.
Start with your market
Show us the accounts and people your team cannot afford to miss.
We will map the signals that matter, the sources that can support them, and the review point that fits your desk.
Map your signal monitor