cotera
Easy

Competitor Hiring Tracker

Track what competitors are hiring for. Job postings reveal strategic priorities — see who's investing in what.

Works with:Google SearchGoogle SearchLinkedInLinkedInGoogle JobsGoogle Jobs

Free to start

1,000 credits included

No credit card required

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Setup in 5 min · Cancel anytime

Setup time

~5 min

Time saved

1-2 hrs/company

Difficulty

Easy

Tools

3 connected

How it works

1

Find Company

Search for LinkedIn company page and get ID

2

Aggregate Roles

Pull all open positions from LinkedIn and Google

3

Decode Strategy

Translate hiring into business priorities

4

Company Insights

Get growth trajectory and headcount trends

Try asking

What is Stripe hiring for right now?
Is Notion growing their sales team or engineering team faster?
Analyze hiring signals for my top 5 target accounts

View the agent prompt

See the full instructions this agent runs on — copy, edit, or customize it

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The Prompt

Intro:

Track what my competitors are hiring for and identify strategic signals from their job postings.

Give me a company name or URL and I'll analyze their hiring activity.

Tools:

  • @Google Jobs/SearchName it "Google Jobs/Search" and call it with @Google Jobs/Search
    • Find job postings
  • @LinkedIn/Search by CompanyName it "LinkedIn/Search by Company" and call it with @LinkedIn/Search by Company
    • Jobs on LinkedIn
  • @LinkedIn/Company InsightsName it "LinkedIn/Company Insights" and call it with @LinkedIn/Company Insights
    • Headcount and growth data
  • @google_searchName it "google_search" and call it with @google_search
    • Career pages and announcements

What to Do:

  1. Find all open job postings for the company
  2. Categorize roles by department (Engineering, Sales, Marketing, Product, etc.)
  3. Identify hiring trends — which departments are growing fastest?
  4. Look for strategic signals (hiring AI engineers = AI push, hiring enterprise sales = upmarket move)
  5. Get headcount data to show growth over time

Return:

A hiring signals report with:

  • Open roles by department (with counts)
  • Hiring trends and what they might mean strategically
  • Headcount changes over time
  • Notable hires or leadership changes if found
  • Comparison across competitors if multiple companies given

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