These are the signals that tell you a candidate is open to moving — before they ever update their LinkedIn to "Open to Work."
Not all signals are equal. Some convert 3-5x better than others. We've ranked them by signal strength based on real outbound campaign data across 1,000+ placements.
These signals indicate a candidate is actively or near-actively considering a change. When you detect these, move fast — outreach within 24-72 hours.
What it looks like: Their company announces layoffs, a RIF, a reorg, or a significant downsizing. Even if they weren't directly impacted, the writing is on the wall.
Why it converts: Fear and uncertainty are powerful motivators. Even survivors of layoffs start looking — 56% of layoff survivors update their resume within 30 days.
Where to detect it:
Reply rate impact: 3-5x higher than cold outreach. Candidates in this state respond to relevant opportunities within hours, not days.
What it looks like: Their direct manager leaves, a new VP/C-level joins, or the company brings in new leadership that signals a strategic shift.
Why it converts: People don't leave companies — they leave managers. A new boss means new expectations, new culture, new uncertainty. The #1 driver of employee turnover is manager change.
Where to detect it: