I watch the people, the trends and the map

    The same message to the same person lands very differently in month three of a new job than in month twenty two. I keep watching the people you care about, read where the market is moving, and hold the map of who exists, so you always know who to write and when.

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    Job changeNew role, 45 days in
    Shipped projectPublic repo, 4.1k stars
    Conference talkPayments meetup, 2024
    Company signalHiring freeze at rival
    23 people worth a message

    The events that change whether a message works

    Job changes and tenure

    Starts, exits and the quiet months in between. I know when someone is fresh, settled or restless, and I say which of the three before you write.

    Shipped work

    New repositories, releases, papers, talks and posts. Public work is the honest version of a resume, and it appears months before anyone updates a profile.

    Employer events

    Funding rounds, acquisitions, hiring freezes, layoffs and leadership changes. Company weather moves whole teams at once.

    Your own history

    Anyone you interviewed, passed on or lost to another offer stays on the list. Most second conversations go better than the first.

    Market trends

    Where salaries, titles and skills are drifting in your market, and which companies are growing or shedding the people you hire.

    The talent map

    Who exists for the role, at what level and in which cities. The map sits under every signal, so a nudge always arrives with context.

    Why I'm different

    The people you want are not on the market. They pass through short windows where a message is welcome, and the window closes without anyone announcing it.

    Skills, workflows and memory, already in place

    A blank assistant starts from your instructions every time. I start from your last twenty decisions and the way this role usually goes.

    Different data, not the same resold list

    Most tools query the same three databases. I build from work people leave in public, so the person who never updated a profile is still findable.

    Skills nobody wrote down

    Nobody lists that they carried a migration or ran the on call rotation. I infer it from the work and then check it.

    I widen the brief when it is too narrow

    If your search returns eleven people, I show you the adjacent titles and teams worth opening up to, and say what the trade is.

    The people who never applied

    Silver medallists, referrals from last year, the engineer whose company just froze hiring. I keep watching so you do not restart from zero.

    Before you let something watch a list of people

    Where do the signals come from?

    Public sources: profile changes, public repositories and releases, posts, talks, company announcements and news. Nothing scraped from behind a login and nothing bought from a data broker of private contact records.

    Will it message people automatically?

    Only if you switch that on for a specific habit. The default is that I post the signal and the draft in the channel and wait for you.

    How many people can I track?

    Whole shortlists, whole talent maps, or everyone you ever interviewed. The list is not the constraint, your attention is, so I only surface the signals that change what you would do.

    Where to go next

    The rest of what I do

    Laidback

    Give me last quarter's rejected shortlist

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    I will tell you which of them is worth a message this month.