New C-Suite Hires in the Last 90 Days

Overview

New executives are in their window of maximum influence — they're evaluating vendors, resetting budgets, and building their teams. This audience captures C-suite leaders within their first 90 days, when outreach is most likely to land. Records are updated daily from job change signals across LinkedIn, company announcements, and press releases. The 90-day window is the standard benchmark for executive transition outreach — long enough to capture most new hires, short enough that most are still in evaluation mode.

What's Included

• Contact Identity: Full name, LinkedIn profile URL, and verified contact information
• New Role Details: Title, company, and position start date
• Previous Background: Prior company, title, and tenure — useful for personalization and competitive intelligence
• Company Context: Current employer size, industry, and revenue range
• Seniority Classification: C-suite tier (CEO, CFO, COO, CTO, CMO, CISO, CRO, CPO, etc.)
• Verified Contact Data: Work email and direct phone number with confidence scoring

Use Cases

New Executive Onboarding Outreach

The first 90 days are when new executives are most open to vendor conversations — they haven't yet committed to incumbents, they're benchmarking the market, and they're actively building relationships. Personalize outreach using the executive's previous company and role to establish credibility and relevance before the evaluation window closes.

Sales Technology and Tool Sales to New Leaders

New sales, marketing, and operations executives frequently reset their technology stack in the first quarter. This is the primary driver of competitive displacement in enterprise SaaS — the new CRO who came from Salesforce shops, or the new CMO who rebuilt demand gen at their last company. Use previous employer data to anticipate technology preferences and position accordingly.

Executive Advisory and Consulting Services

Strategy consultants, executive coaches, and fractional advisors target new executives who are establishing their priorities and building their advisory network. Outreach within the first 90 days — before the executive's calendar is fully committed — significantly improves response rates. Filter by industry and company size to align with your advisory firm's focus areas.

Recruiting and Headhunting for Competitive Intelligence

Executive search firms and in-house talent teams use new hire data to track competitor moves, identify recently displaced executives from companies undergoing leadership changes, and map talent flows across industries. The previous company and role fields are critical inputs for competitive talent intelligence programs.