Names in example outputs are masked to initials for privacy.
New leaders bring people with them, and they replace the people they don’t trust yet — both create open roles, and both happen fastest right after the leader lands. Connect Lusha to Claude and this prompt checks your target accounts for recent executive moves, estimates how much of the 90-day window remains, and tells you which ones are worth a call this week.
Here are our target accounts: [paste company names or domains].
Using the Lusha connector, find anyone who joined these companies in a
[target function, e.g. sales leadership or engineering leadership] role
in the last 90 days. Return a table with name, new title, company,
start date, and days since they started.
Then flag three groups:
(1) started in the last 30 days - window wide open,
team assessment still in progress
(2) started 31 to 60 days ago - window closing,
early hires likely already moving
(3) started 61 to 90 days ago - last call,
most of the rebuild is probably done
Finish with the top five accounts to act on this week and a one-line
reason for each.
The situation: a recruiter placing engineering talent pastes 20 target accounts and asks for engineering leadership moves in the last 90 days.
The output:
Example outputs in this play are illustrative — they reflect the structure, fields, and format of real Lusha connector output, but were not pulled from a live session. Run the prompt with your own data and connectors to see live results.
Lusha’s contact records carry dated employment events, so a leadership move isn’t something you catch scrolling LinkedIn — it’s a query with a start date attached. Claude runs the sweep across every target account at once, does the days-since-start math, and applies the judgment layer: which windows are still open, which are closing, and which have likely already closed. Contact data is verified across multiple sources and handled under GDPR, CCPA, SOC 2 Type II, and ISO 27701 compliance, with opt-outs honored automatically.
A new leader spends the first weeks assessing the team they inherited — who stays, who doesn’t fit, where the gaps are. Once that assessment lands, hiring moves fast, because the leader has a mandate and a clock. The window is the gap between “leader arrived” and “leader has fully rebuilt.”
It’s not a hard rule, but it’s a consistent pattern: most leaders make their core hiring decisions within the first quarter. Past that point, the team they wanted is largely in place and new roles slow down to normal replacement pace.
That’s the point of sourcing early. Roles that are already posted are being worked by every recruiter watching that account. A leader 18 days into the job with no postings yet is the account where a warm, early conversation actually lands before the req exists.
Match it to what you place. A recruiter working engineering roles should search for engineering leadership moves; a recruiter working sales roles should search sales leadership. The signal only matters if the new leader’s function overlaps with the roles you’re sourcing for.
The prompt reads business-profile changes — new employer, new title, start date — the same public professional information a recruiter checks manually today. Lusha’s data is professionally sourced and opt-outs are honored automatically; no personal contact details are revealed until you choose to enrich a specific person.
One data connection. Works in Claude, ChatGPT, your CRM, or any agent you build.
