Turn a champion's job change into two plays.
When a champion or key deal contact changes jobs, one event becomes two motions: a churn or deal risk flag with a named owner, and a door-opener to the company they just joined. Verify the move, score both sides, ship both the same week.
In plain English: “My champion just left. Now what?”
Inside: The three detection tripwires, the verification checklist, both risk and opportunity rubrics, the internal flag format, and the door-opener rules.
Install it in one line, or paste it in.
~/.claude/skills/ and runs automatically when it is relevant.Connect your context. Set it to your motion.
it reads account status, open deals, and contact roles automatically (Salesforce, HubSpot).
Clay, Common Room, or FullEnrich confirms the new company and title without a manual check.
routes the risk flag to the account owner the moment it is written.
This was built for a B2B SaaS org with a customer book and a staged pipeline. Set these to your stack:
The scoring rubrics care about behavior, not titles. Point ENGAGEMENT depth at real usage and interaction data, whatever that is in your stack.
| Set this | What it is | Default / Example |
|---|---|---|
| ENRICHMENT | who confirms the move | |
| ALERT channel | where the risk flag lands | Slack #churn-risk#deal-alerts |
| CONTACT ROLES | how you see who is on a deal | OpportunityContactRole |
| ENGAGEMENT depth | what "knew the product well" means | loginssequences runQBRs attended |
| BOUNCE tripwire | where email bounces surface | your sequencer's bounce report |
| STALE_DAYS | days since last engagement before depth decays | 90 (re-tune to your motion) |
| TOUCH window | how fast the door-opener ships after verification | 5 business days |
Everything the skill does, in full.
Runs the play for one detected job change. When a champion at a customer account or a key contact on an open deal moves companies, this skill verifies the move is real, scores both sides of it, and produces two outputs: an internal risk flag on the account or deal they left, with a named owner, and a door-opener message to the company they joined. Someone who already knows your product just landed somewhere new. That is the warmest first touch you will ever get, and it expires fast.
This is the play, not the system. If you want the standing monitor that watches all your contacts and feeds detections into this play, that is the job-change-watchlist skill, its upstream. And if you want to build a champion inside a live deal, that is champion-plan. This skill starts the moment one move is detected.
- 1Detect the move
Three tripwires, cheapest first. An email hard bounce from a previously good address is the earliest and cheapest signal, treat every bounce on a key contact as a possible move. Second, an enrichment lookup: run the contact through Clay, Common Room, or FullEnrich and compare current company against your CRM. Third, a manual LinkedIn check on your top contacts on a set cadence, monthly for champions at customer accounts, weekly for key contacts on open deals. If you run the job-change-watchlist skill, detections arrive from there and you skip straight to verification.
- 2Verify it is real
A profile update is not a move. Confirm both title AND company changed. A new title at the same company is a promotion, which is a different play entirely (congratulate them, then re-map reporting lines). Require two of three before acting: LinkedIn shows the new company, enrichment confirms it, or the old email bounces. One source alone triggers a check, not the play.
- 3Score both sides
Every verified move gets two scores, because every move is two events.
- Old-account risk score. Higher when: the account is a customer up for renewal inside two quarters, the mover was the only engaged contact, they were the economic buyer or day-to-day power user, and no successor is named. A champion leaving a multi-threaded account with a named successor is LOW. A champion leaving a single-threaded renewal is CRITICAL.
- New-account opportunity score. Driven by prior engagement depth, not by the new company's firmographics. Did they use the product weekly or just sign the contract? Did they attend QBRs, open your emails, expand the account? Deep behavioral history scores HIGH even if the new company looks like a stretch fit. This weighting is deliberate: when we backtested a win-scoring model against real won and lost deals, the strongest predictor of a win was a behavioral signal at 3.56x lift, against 1.13x for the firmographic fit score. What they did with your product beats where they landed.
Engagement older than STALE_DAYS decays. A power user from three years ago is a warm lead, not a hot one. Say so in the score.
- 4Write the two motions
Motion one, the internal flag. One paragraph in the CRM and the alert channel: who left, what they owned, the risk score with its reasons, and a named owner with a dated next step. "Champion left" with no owner is not a flag, it is a shrug. If the mover was on an open deal, the flag includes a re-map: who inside the account now owns the problem the deal was solving, and which remaining contact can tell you.
Motion two, the door-opener. A short message to the mover at their new company, sent inside the TOUCH window. Rules: congratulate the move specifically, reference the shared history in one concrete line (a project shipped, a result they drove, a problem they solved with your product), then a soft ask, not a pitch. Never reference how you found out beyond LinkedIn. Never mention the old account's renewal, their old colleagues' status, or anything that reads as surveillance. You are a familiar name saying congratulations, with a door behind it.
- No play runs on an unverified move. Two of three sources, or it stays a check.
- No risk flag ships without a named owner and a dated next step.
- No opportunity score without the engagement evidence behind it, listed. "They liked us" is not evidence.
- The door-opener references at most one piece of shared history and zero facts the mover has not made public.
- A promotion (title change, same company) never triggers this play.
CHAMPION MOVE · sample data
Mover: Dana Reyes · was VP Ops at Northwind (customer) · now COO at Vertex Labs
Verified: LinkedIn + enrichment agree · old email hard-bounced 07/28
Side Score Why
Northwind RISK HIGH Renewal in Q4, Dana was 1 of 2 engaged
contacts, no successor named
Vertex Labs OPP HIGH Dana ran 14 sequences/wk, attended 3 QBRs,
drove the seat expansion last year
Motion 1 (internal): Flag Northwind churn-risk HIGH. Owner: account
CSM. Next step by Fri: call remaining contact, ask who inherits
Dana's workflows, start successor map.
Motion 2 (door-opener): Congrats note to Dana at Vertex Labs
referencing the reporting workflow she built. Ship within 5 days.
Where an operator takes this next.
The single play is step one. Here is where an operator takes it once the manual version proves out.
The door-opener window is short. Automate the detection so the play starts on day one, not day forty.
Run the job-change-watchlist skill, or UserGems-style tracking via your enrichment tool, so every key contact is monitored and detections arrive without a manual LinkedIn pass.
Connect Clay or Common Room to re-enrich your champion list monthly, and pipe your sequencer's hard bounces on key contacts into the same detection queue.
Connect Salesforce and Slack so a verified move writes the risk flag to the account record and pings the owner in the same minute.
Use LinkedIn Sales Navigator alerts on your top 50 champions so the move surfaces the day it is announced, not the month the email bounces.
One skill is the on-ramp.
A single skill does one job. Chained into a playbook, or run as a full build, it becomes a system. Here is where this one plugs in.