OXYGENOXYGEN

Find people teams

Find HR leaders by headcount growth and hiring volume

People teams buy when hiring hurts. Open roles and a headcount curve bending upward are the two public facts that say this is happening now rather than next year.

try
Start freeRead the docs

Nobody buys people software in a quiet quarter. The trigger is volume. A company that opened fifteen roles this month either has the problem you solve or does not, and a company that opened none has not met it yet. Postings are the honest version of that, because placing one costs real money.

TheirStack carries those postings. People Data Labs carries the current headcount and the people titles sitting on it, and the curve only appears once the column re-runs on a cadence and the table keeps both readings. The two sources disagree often enough to be worth reading side by side, because a company can advertise loudly and hire nobody.

Example searches

Ask for it the way you'd say it

Every search below runs on the same hosted Tables, with the cost previewed before anything is spent.

  • Volume as the trigger

    find companies that posted more than 10 roles in the last 30 days and get their hr lead

    Postings land as dated rows, so the threshold is a column you can raise or lower before any contact work runs.

  • Growing fast, no HR lead

    which companies grew headcount last quarter but have nobody with a people title

    An empty people function is its own segment, and it usually means a founder or an office manager is quietly doing the job.

  • Recruiting or generalist

    split my list into companies hiring for one function and companies hiring across the whole org

    The posting mix sits on the account, so a company staffing one team reads differently from one scaling everywhere at once.

Plays

Three motions you can run this week

Each one is a chain of Oxygen primitives — the same hosted objects your workspace already has, composed.

  • Hiring volume as the trigger

    Outreach that arrives the month a team starts opening roles it cannot fill.

    1. Signals
    2. Tables
    3. Sequences
    1. 1Bind a hiring search so new postings arrive against the accounts you track.
    2. 2Enroll only the companies whose posting count crossed the line you set.
    oxygen signals search run

  • Catch the first people hire

    You reach the new head of people in their first month, before the stack is chosen.

    1. Tables
    2. Records
    3. Sequences
    1. 1Watch for a people or talent title appearing where none existed before.
    2. 2Promote the new leader onto the record and open on the fact that they are first.
    oxygen feeds bind

  • Route the no-HR accounts

    Companies with nobody in the seat still get a message, aimed at whoever is covering.

    1. Tables
    2. Sequences
    1. 1Save a view of the accounts where no people title resolved anywhere in the company.
    2. 2Enroll that view against the founder on a slower cadence with a different opening.
    oxygen sequences enroll

Who you can reach

Roles you can find at HR and people leaders

Reachability is per channel: a role marked for mobile is one the phone waterfall usually resolves, not a guarantee for every record.

RoleSeniorityReachable by
Chief People OfficerC-levelWork emailLinkedInMobile
VP of PeopleVPWork emailLinkedIn
Head of TalentDirectorWork emailLinkedIn
HR ManagerManagerWork email
Recruiter or talent partnerICWork emailLinkedIn
Founder handling HROwner/FounderWork emailLinkedInMobile

Filters you can search on

  • Open roles posted in the last thirty days
  • Functions the company is hiring for
  • Current headcount, and its change once the column re-runs
  • Headcount band and funding stage
  • Country and office locations
  • Seniority: C-level, VP, or Director
  • Whether a people function exists at all

Posting data is strongest where companies advertise on public boards and weakest where they hire through networks or agencies. Under twenty people there is often no HR title at all, so the lookup returns a founder or an operations lead. Both are real answers and both need a different first line.

Data sources

What the data actually comes from

Every value lands with its provider and cost recorded on the cell.

  • TheirStack

    Job postings and the functions inside them, which is the clearest outside view of hiring load.

  • People Data Labs

    Company and person records for the headcount curve and the people titles sitting on it.

  • Apollo

    People and HR titles from your own Apollo account, for teams that built that segment before they got here.

  • LinkedIn Scraper

    Profile reads that show whether a newly hired people leader actually started, which a record can lag by weeks.

  • Blitz API

    Takes the first attempt at the people leader's work email and reads the LinkedIn company record behind the posting count.

Run these on Oxygen's managed credits, or connect your own provider keys and pay the vendor directly — the same columns, the same runs, the same provenance either way. See every integration.

Limits

Where this stops

  • Posting counts measure advertising, not hiring. A company can list ten roles it already filled internally, so read the number as intent rather than as headcount.

FAQ

Questions people ask first

Why postings rather than headcount growth?
Headcount is where a company already got to; a posting is what it is trying to do next. The second one is the buying moment, and it shows up weeks earlier than the first.
What if there is no HR leader at all?
That is a segment, not a failure. Under twenty people the founder usually holds it. The row comes back with whatever title was found, so you can route those accounts somewhere else.
Can I tell recruiting apart from HR operations?
Usually, from the posting mix and the titles that resolve. A company hiring across every function needs generalists, while one hammering a single team is a recruiting problem with a narrower owner.
How fresh is posting data?
It refreshes on the cadence you bind, not continuously, and boards themselves lag. Use the posting date on the row rather than its presence, because a stale listing can outlive the role by months.
Can I reach people leaders on LinkedIn?
Yes. Net-new outreach on that channel is a sequence step on a connected sending seat, which is a paid plan and a monthly seat at $30. Research itself needs nothing connected.
How do I make this list run without me?
Put the search on a schedule with a per-cycle cap and let it add rows while you are doing something else. Enrolment stays a separate decision: the rules you set decide which of those new accounts ever receives a message, so an unattended sourcing run never turns into an unattended send.

Build your hr and people leaders list

Start with a search, preview the cost before anything is spent, and keep the rows, sources, and runs in a workspace you own.

Start freeSee pricing