When a champion leaves or goes dark, this play maps who’s currently in the relevant function at the account, identifies the most likely heir, and confirms their contact details. Lusha handles the org mapping and contact validation. Gmail pulls your last thread so the re-entry email carries real context.
Images on this page are for illustrative purposes only. Example outputs are based on Lusha data, with personal details masked or abbreviated for privacy.
<context>
My champion at an account has left or gone dark. I need to find who owns this account now, confirm their contact details, and draft a re-entry email that picks up from where the last conversation left off, not a cold outreach.
My account:
- Company: [COMPANY NAME]
- Person who left (or went dark): [NAME, TITLE]
- What we sell them / what they use: [PRODUCT OR CONTRACT]
- Contract value and renewal date (if known): [DOLLAR AMOUNT / DATE]
- How I found out: [EMAIL BOUNCED / LINKEDIN UPDATE / WENT SILENT / OTHER]
- Last meaningful interaction: [DATE OR "CHECK GMAIL"]
</context>
<task>
1. Use Lusha to map who's currently at this account in the relevant department and seniority band:
- Pull current employees at [COMPANY NAME] in [DEPARTMENT]
- For each person returned, confirm: current title, how long they've been in the role, seniority level
- Flag anyone who joined or was promoted in the last 90 days. They're the likeliest heir to a recently vacated relationship.
- Flag anyone whose title includes "Head of", "VP", "Director" or "Manager" in the same function as the person who left
2. Identify the most likely new owner of this relationship:
- If the person who left was mid-level (Manager, Senior Manager), the relationship likely moved to their direct manager or a peer
- If the person who left was senior (Director, VP), the relationship likely moved to their replacement hire, a peer, or up a layer
- If no obvious heir, identify the safest entry point: most senior person in the relevant function who likely owns vendor relationships
- Return: one primary contact to reach, one backup
3. Validate the primary contact with Lusha:
- Confirm their current title and tenure at the company
- Pull their verified work email and direct phone if available
- Note if they're connected to the person who left on LinkedIn (signals overlap or handoff)
4. Pull the last email thread with this account from Gmail:
- Summarize what was last discussed: topic, any open commitments on either side
- Pull the last date of meaningful exchange (not just a calendar confirmation)
- Identify anything the person who left promised to do that may now be unresolved
- Flag any contract details, pricing, or feature requests mentioned in the thread
5. Draft a re-entry email to the primary contact:
- Reference the relationship without making the new contact feel like a replacement metric
- Acknowledge the transition. Don't pretend you don't know [NAME] left.
- Carry forward one specific thing from the Gmail thread that shows you know the account
- Keep it under 120 words. This is a warm-up, not a pitch.
- No "just checking in", no "I wanted to reach out", no "hope this finds you well"
- Close with a specific, low-friction ask: a 15-minute call, a confirmation, a direct question
6. Return:
- The org map: who's currently at the account in the relevant function, with titles and tenure
- Primary contact + backup, with validated details
- Summary of what the Gmail thread shows
- The draft re-entry email, ready to personalise
- One risk flag: anything about the account structure or signals that suggests this isn't just a contact change. It's a broader account risk.
</task>
<constraints>
- Don't invent contacts or roles. Only return what Lusha verifies. If the org map is thin, say so.
- Don't soften role changes. "Recently promoted" and "just joined" are different. State which.
- The re-entry email must carry something specific from the Gmail thread. A generic email is not acceptable output.
- If the Gmail thread is empty or very old (90+ days), flag this. The re-entry strategy changes.
</constraints>The situation: A CS rep at a sales intelligence platform notices that Marcus T., her VP of Revenue Operations champion at a 600-person logistics software company, hasn’t replied in 19 days. His LinkedIn now shows a new role at a different company. The account is on a $78K annual contract, 4 months from renewal. Last email thread was about an expansion proposal she’d sent.
Output: One likely new owner found and validated. A thin org map that tells a story. A re-entry email that references the expansion proposal — not a cold hello.
| Name | Title | Tenure in role | Flag |
|---|---|---|---|
| Jordan P. | Head of Revenue Operations | 8 months | ⚠ Joined 3 months after Marcus — likely successor or backfill |
| Sienna K. | Revenue Operations Manager | 2.1 years | ✓ Long-tenured, likely has institutional context |
| Dani R. | Sr. RevOps Analyst | 1.4 years | — |
Marcus T. no longer appears in Lusha’s verified contact records for this company. His departure is confirmed.
Why Jordan: The title and timing fit. Marcus was VP RevOps; Jordan holds the Head title in the same function and joined three months after Marcus departed. Whether Jordan is a direct replacement or a restructured hire, they’re the most senior active person in the function and the most likely to have inherited vendor relationships.
Backup contact: Sienna K. — 2+ years in role, likely has the most institutional knowledge of how the account runs day-to-day. If Jordan doesn’t respond or the relationship was managed operationally rather than strategically, Sienna is the right second touch.
Last meaningful exchange: 23 days ago — a reply from Marcus acknowledging receipt of the expansion proposal (adding two new use cases, 18% uplift on current ACV). He said he’d review it with his team by end of that week and come back. He never did.
Open on his side: The expansion proposal review. It was never formally declined or progressed. Open on your side: Nothing — you sent the proposal, he acknowledged it, the next move was his.
One contract detail in the thread: Marcus mentioned in an earlier email that their current contract “auto-renews unless we action it by September.” That’s 4 months away. The new owner likely doesn’t know this clock is running.
To: j.p@[company].com Subject: [Your company] account — picking up from where Marcus left off
Hi Jordan,
I’m [Name], your account lead at [Your company]. I saw Marcus has moved on — wanted to reach out before too much time passes.
We were in the middle of a conversation about expanding your current setup — Marcus had an expansion proposal from me that he was reviewing with the team. I don’t want that to go stale or catch you off guard when renewal comes up in September.
Would a quick 15 minutes this week or next make sense — just to introduce ourselves and make sure you have the full picture on where things stand?
[Name]
The expansion proposal is now in a void. Marcus acknowledged it but never circulated it internally before he left. Jordan inherited the account cold — almost certainly without context on the proposal, the September auto-renewal clause, or the pricing discussion. The risk isn’t just that Marcus left. It’s that the account’s key institutional knowledge about this vendor relationship left with him. The re-entry call needs to reconstruct that context before September, not pitch expansion again.
Org map and contact details confirmed via the Lusha connector. Gmail thread summary based on live session. Names and contact details abbreviated for privacy.
Looking up who replaced a departed champion is manual work — LinkedIn, guesswork, a few cold emails hoping someone replies. Lusha in Claude skips that: org map, verified contacts, and tenure signals in one pass, inside the same conversation where you’re drafting the re-entry email. Gmail adds the thread context so the email isn’t generic. The whole thing runs in 90 seconds because nothing leaves Claude.
Data drawn from 300M+ verified contacts under GDPR, CCPA, SOC 2, ISO 27701, ISO 31700, and TRUSTe.
A thin org map is real information — it means the company is either small, the function is understaffed, or the relevant team is hard to surface. The play flags this explicitly. In that case the right move is often a different entry point: go to their IT lead, their CFO, or a senior operations contact who likely owns vendor relationships even if they’re not in the specific function your champion was in.
Run the prompt and put “went dark” in the how-I-found-out field. Lusha will still map the current org. If your original contact still shows up as active at the company with the same title, the problem isn’t a departure — it’s a different kind of silence. The prompt will return that read too, and it changes the re-entry approach completely.
Yes, directly. The email draft in this play does exactly that — “I saw Marcus has moved on.” Trying to re-engage without acknowledging the transition is the thing that makes re-entry emails feel like mass outreach. Jordan almost certainly knows Marcus left. Acknowledging it signals that you’re paying attention and that this isn’t a spray-and-pray.
Then she’s the right first call, not the backup. The play flags her as backup because of tenure, not hierarchy — but you know your account better than the play does. Use the org map as a starting point, not a script.
The renewal brief play fires when a meeting is already on the calendar — the relationship is intact and you’re walking into a call. This play fires when the relationship has broken: no meeting, no active contact, no clear path back in. The inputs are different, the output is different, and the stakes are higher. A bad renewal brief costs you a talking point. A bad re-entry after a champion departure can cost you the account.
Not in one prompt. Run it account by account — the Gmail thread context is account-specific and the org map needs a specific company to search. If you want to surface which accounts need this play run against them first, the scan your book of business for signals play is the right starting point.
If it’s more than 60 days old with no movement, the play will flag it. In that case the re-entry email shifts — you don’t lead with the proposal, you lead with the renewal clock and offer to start fresh. The draft adjusts based on what Gmail shows, not what you assumed was still in play.
One data connection. Works in Claude, ChatGPT, your CRM, or any agent you build.
