The Job Change Script That Turns New Hires Into Pipeline
A new executive in role has 90 days to prove their impact. They are actively looking for solutions that help them win fast. This script reaches them in that high-intent window — before they have built vendor loyalty and while they are still open to change.
When to use this script
Send within 2 weeks of a prospect updating their LinkedIn profile to a new role, ideally within the first 30 days. This window is when new executives are most receptive because they are actively auditing tools, processes, and vendor relationships they inherited from their predecessor.
What does the Job Change Congratulations script look like?
Hey {{prospect_name}}, congrats on the new role as {{role_title}} at {{company_name}} — I'm sure the first few weeks have been a blur.
I wanted to reach out now specifically because this is the window where most new {{role_title}}s are doing exactly what you're probably doing: auditing {{pain_point}} and figuring out what to keep, what to replace, and what to build. We help {{industry}} leaders like you solve {{pain_point}} in the first 60 days so you can show early wins to {{executive_stakeholder}}.
Would it be worth a quick 15-minute chat this week? No pitch — just a conversation about what you're walking into. Calendar link below, {{prospect_name}}.
How can I make the Job Change Congratulations script work better?
Move Fast — the Window Is Short
The first 30 days of a new role is prime territory. After 60 days, the executive has settled into existing vendor relationships and the urgency to change fades significantly. Set up LinkedIn Sales Navigator alerts on your ICP job titles so you are notified the moment someone updates their profile.
Frame as Advisory, Not Sales
New executives are bombarded with vendor pitches. Positioning your outreach as 'I work with a lot of {{role_title}}s walking into new roles and have seen what works' rather than 'let me show you our product' creates a very different reception. Lead with insight, not offer.
Reference Their Previous Company When Relevant
If the prospect came from a company you work with or a well-known competitor customer, mention it: 'I noticed you came from {{previous_company}} — we actually work with their {{department}} team.' It signals you know their world and creates an instant point of familiarity.
What are the variations of the Job Change Congratulations script?
The Champion Tracker Version
For reaching out to a former customer champion who moved to a new company that fits your ICP.
The Inherited-Problem Version
For new executives who likely inherited a broken or outdated process from their predecessor.
The Quick Win Version
For prospects who were promoted internally and need to demonstrate impact to a new set of stakeholders.
What performance can I expect from this script?
Frequently asked questions
How do I track job changes at scale across my target accounts?
LinkedIn Sales Navigator's job change alerts are the most common method — set a saved search on your ICP job titles and get weekly digest emails. Tools like HubSpot, Salesforce with Sales Insights, Clay, or Kaspr can also surface job change signals from LinkedIn data and push them directly into your CRM or outreach sequences.
Is it creepy to mention I saw they started a new job?
Not when framed correctly. LinkedIn is a public, professional network and updating a job title is a signal the person wants others to know about. Keep the tone warm and congratulatory rather than surveillance-like. 'I saw you recently joined {{company_name}} — congrats' reads as professional. 'I noticed you updated your LinkedIn on Tuesday' does not.
Should I mention their old company in the outreach?
Only if the reference adds value — for example, if you work with their former employer or if it creates a relevant bridge to why you are reaching out. Avoid referencing the old company in a way that could feel like you have been tracking them for a long time before they made the move.
What if the prospect just started a new role at a company that is already a customer?
Flag this to your customer success team immediately. A new executive joining an existing customer account is both an expansion opportunity and a renewal risk — they may not have the same loyalty to your product as their predecessor. Proactive outreach from sales or CSM within the first 2 weeks dramatically improves retention in this scenario.
How do I handle it if they respond that they are still getting settled and ask to reconnect later?
Respect the ask and be specific about the follow-up timeline: 'Completely understood — I'll reach back out in four weeks. Good luck with the first few weeks.' Then set a task in your CRM to follow up at exactly that interval. Executives who give a soft deferral often become buyers when you follow up at the time they specified.
More templates
Never Miss a Job Change Trigger Again
Outvid monitors your prospect list for job changes and automatically generates personalized congratulations videos — so you reach new executives before your competitors do.