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Signal key

talent_inflow_from_company

Category

People

Source

Person profiles, 90-day window analysis.
A company hired multiple people from the same source company.

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When it fires

Trigger condition

≥ 3 employee_joined events where meta.previous_company_id is the same company within a 90-day window.

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Stored fields

This signal persists the following metadata you can read downstream:

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Magnitude

High, concentrated poaching reveals strategic intent.
For the full bucket definitions used across percentage-based signals, see Magnitude buckets.

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Why it matters

Concentrated hiring from one place reveals strategic intent. When a company pulls three or more people from the same source in a quarter, it’s deliberately acquiring a team’s expertise, often to build a new capability or replicate a competitor’s playbook.

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How to use Talent Inflow from Company Signal?

Where you sit. You own a fifteen-person design agency. Millbank Motors, a regional vehicle manufacturer, has been your anchor client for four years, roughly a third of your revenue. The retainer feels safe. Retainers always feel safe, right up until they are not. The mission. Detect the earliest structural sign that a key client is taking your work in-house, early enough to reposition instead of just absorbing the loss. The signal fires. talent_inflow_from_company fires for Millbank: they have hired three designers in two months, two of them straight out of agencies. Nobody at Millbank has said a word to you about it. What it tells you. Companies do not build internal design teams to leave them idle. The everyday work you handle, the product pages, the campaign adaptations, the brand maintenance, is exactly what in-house teams absorb first. The retainer is not gone, but its expiration date was just written, and you are the only one who has read it. The play.
  1. Do not confront; confirm. Raise it warmly with your client contact: “Saw the team is growing, congratulations. How should we best work alongside them?”
  2. Reposition toward what in-house teams rarely cover: brand strategy, major campaigns, overflow at peak, specialist skills.
  3. Propose the new shape before they do, a smaller retainer you defined beats a cancellation they defined.
  4. Rebalance your pipeline now; use the freed capacity to reduce the revenue concentration that made this scary in the first place.
Automate it. Watch your top ten clients through the People Signals API on talent_inflow_from_company. Client-risk review becomes a monthly glance instead of an annual surprise. Why this works. Agencies usually learn about in-housing from the cancellation call. The hiring pattern announces it months earlier, while there is still a partnership left to redesign.

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How to read it

Targeted poaching

Concentrated hires from one source is deliberate.

Capability build

Often acquiring a team to stand up a new function.

Source matters

The poached-from company hints at the strategy.

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Outreach playbook

Strategic intent signal. The source company reveals the capability being built.

Employee Joined

A person’s current company changed to this company.

Talent Outflow to Competitor

An employee left for a known competitor.

First Role Hire

A company made its first-ever hire for a role function.

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