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Hiring Trends

The hiring trends feature gives you a window into a company’s hiring behavior over time. Instead of seeing only a snapshot of current job postings, you can understand the trajectory — is this company hiring more or less than before? Are they in the middle of a growth phase? Have they recently slowed down? This temporal perspective is one of the most powerful tools you have for timing your business development outreach.

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The Hiring Trend Chart

The hiring trend chart is displayed on each company’s detail page. It shows the number of job postings per month over the past six months, visualized as a line or bar chart.

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What the Chart Shows

Each data point represents one month and shows:
  • Month — Displayed along the horizontal axis, covering the past six months of activity.
  • Job Count — The number of jobs posted during that month on the vertical axis.
The chart provides an immediate visual picture of the company’s hiring pattern. An upward slope means increasing hiring activity. A flat line means steady hiring. A downward slope means the company is posting fewer jobs. Spikes and dips reveal the rhythm of the company’s hiring.

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Job Breakdown by Category

Beyond the total count, the hiring trends data includes breakdowns by:
CategoryValues
Job TypeFull-time, part-time, contract, internship, temporary
FlexibilityRemote, hybrid, on-site
Experience LevelEntry, mid, senior, executive
These breakdowns help you understand not just how much the company is hiring, but what kind of hiring they are doing. A company shifting from predominantly senior hires to a mix that includes more entry-level and internship positions tells a different story than one consistently hiring senior engineers.

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Reading Trend Indicators

Alongside the chart, Recruitier provides a computed trend analysis with several data points:

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Trend Direction

DirectionMeaning
UpThe company is posting more jobs than in previous months — hiring is accelerating
StableHiring pace is consistent, with minimal change month over month
DownThe company is posting fewer jobs than before — hiring is slowing
NewThe company has just started posting jobs — not enough history for comparison
Insufficient DataNot enough data points to determine a reliable trend

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Trend Message

A human-readable message that summarizes the trend. Examples include:
  • “Posting 2.3x more jobs than 3 months ago” — Clear growth signal
  • “Hiring activity up 35% from 3 months ago” — Moderate increase
  • “Maintaining a steady hiring pace” — Stable and predictable
  • “Hiring slowed 40% from 3 months ago” — Declining activity
  • “Ramped up hiring recently” — Just started from zero or near-zero
  • “No recent job postings” — Currently inactive

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Growth Multiplier

A numerical value comparing current hiring to 3 months ago:
MultiplierInterpretation
2.0+Posting twice as many jobs or more — strong growth phase
1.5 - 2.0Significant increase in hiring volume
1.1 - 1.5Moderate increase — growth but not dramatic
0.9 - 1.1Stable — roughly the same pace of hiring
0.5 - 0.9Declining hiring activity
Below 0.5Significant slowdown — hiring has dropped by more than half
The growth multiplier compares the most recent month to the month 3 months ago by default. This comparison window avoids month-to-month noise while still being responsive to recent changes. A single slow month followed by a strong month would show as stable, while a sustained increase over 3 months would clearly show as growth.
Hiring trends are one of your most powerful tools for timing business development outreach. Here is how to interpret different patterns:

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Upward Trend — Act Now

A company showing 1.5x or higher growth in job postings is in active expansion mode. This is the ideal time to reach out because:
  • They have immediate and growing hiring needs that are outpacing their capacity.
  • Their internal recruitment team may be overwhelmed by the volume increase.
  • They may not have enough external recruitment partners for the increased volume.
  • Your outreach is directly relevant to their current situation.
  • Decision makers are more receptive because hiring is top-of-mind.
Outreach approach: Reference the growth directly. “I noticed your team has been expanding significantly over the past few months with several new [role type] positions…”

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Stable Trend — Build the Relationship

A company with steady hiring is not in crisis mode but has consistent needs. This is a good opportunity for a relationship-building approach rather than urgency-driven outreach. Stable hirers are often the best long-term clients because their needs are predictable. Outreach approach: Position yourself as a long-term partner. “I see you consistently hire [role type] professionals. I specialize in this area and could help streamline your pipeline…”

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Downward Trend — Wait or Reposition

A company posting fewer jobs is not the best prospect for immediate placement services. However, a slowdown after a period of heavy hiring might mean they are shifting focus — perhaps from quantity to quality hires, or from one department to another. Do not write them off entirely. Outreach approach: If you reach out at all, focus on quality over volume. “Even as hiring priorities shift, finding the right senior talent for key positions can be challenging…”

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Ramped Up Recently — Perfect Timing

A company that went from zero to multiple job postings is the strongest signal of all. They are just beginning a hiring initiative and are most likely to be receptive to new recruitment partnerships. They may not have any external recruitment partners yet. Outreach approach: Be the first to reach out. “Congratulations on the growth — I noticed you recently started hiring for several positions including…”
A company showing a “Down” trend may still have many active jobs — the trend shows direction, not absolute numbers. A company that dropped from 50 jobs to 30 is still a significant hirer. Do not dismiss companies based on trend direction alone; combine it with the absolute job count and hotness score for a complete picture.

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Preparing Pitches with Trend Data

Hiring trends give you concrete talking points for client conversations:
1

Review the Trend Chart

Before reaching out, check the company’s hiring trend on their detail page. Note the direction (up/stable/down) and the growth multiplier.
2

Note Specific Numbers

If the company posted 15 jobs this month compared to 5 three months ago, that is a 3x increase. Use this specific data point in your pitch — it shows you have done your research.
3

Correlate with Job Types

Look at what types of jobs they are posting. If the increase is concentrated in engineering roles, tailor your pitch to your engineering recruitment capabilities. If it is spread across departments, position yourself as a versatile recruitment partner.
4

Check the Breakdown

Review the job type, flexibility, and experience level breakdowns. A company shifting toward remote positions may value a recruiter with a national candidate network. A company hiring more senior roles may value quality over speed.
5

Reference the Trend in Outreach

Include a specific, data-backed observation in your message. This demonstrates that you have done your research and are not sending a generic template.

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Example Pitch Using Trend Data

“Hi [Name], I have been following [Company]‘s growth — you have posted 12 new positions in the past month, up from 4 a few months ago. That is impressive growth, and I know from experience that scaling a team that quickly can put a lot of pressure on your recruitment process. I specialize in placing [role type] professionals in the [industry] sector and currently have several strong candidates who could be a fit for your [specific role] opening. Would you be open to a brief call this week to discuss how I could support your hiring goals?”
This kind of data-driven outreach stands out because it shows you understand the company’s specific situation rather than sending a generic recruitment pitch.

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Seasonal Patterns

Over time, you may notice seasonal patterns in some companies’ hiring:
  • Q1 surge — Many companies have new budgets at the start of the year and begin hiring for approved headcount. January and February often see a spike.
  • Summer slowdown — Hiring often slows during July-August in the Netherlands when decision makers are on vacation. Processes stall even if jobs are posted.
  • Q4 planning — Some companies post roles in Q4 for January starts, creating a pre-holiday posting bump.
  • Industry-specific cycles — Retail ramps up before peak seasons, accounting firms before tax deadlines, education before academic years, tech companies after funding rounds.
Understanding these patterns helps you plan your outreach calendar. Reaching out to a Q1-heavy company in December with a message about “getting ahead of your January hiring” can be very effective.
Check the trend chart for multiple companies in the same industry to identify sector-wide patterns. If all healthcare companies in your pipeline are ramping up hiring simultaneously, that is a market trend worth leveraging in your outreach to the entire sector. It also makes your messaging more credible — you are not just observing one company, but an industry-wide shift.

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When Trend Data Is Unavailable

Some companies may have limited or no trend data available. This happens when:
  • The company is newly added to the database and does not have enough history.
  • The company’s jobs do not have reliable date information for month-by-month grouping.
  • The company has very few historical postings, making trends statistically meaningless.
In these cases, the trend indicator will show “insufficient data” or “tracking since [date]”. The company still shows its current active job count, so you can evaluate it based on the snapshot even without historical context.
A company with no trend data but multiple active jobs may still be a strong prospect. The lack of historical data just means you cannot determine the direction. In these cases, rely on other signals like hotness score, job count, and industry to make your assessment. The absence of trend data should not disqualify a company from your outreach.

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Advanced

The hiring trends data is generated by querying scraped job records linked to the company’s GlobalCompany ID: 
SELECT
  date_trunc('month', created_at) AS month,
  COUNT(*) AS total_jobs,
  COUNT(*) FILTER (WHERE job_type = 'fulltime') AS fulltime_count,
  COUNT(*) FILTER (WHERE job_type = 'parttime') AS parttime_count,
  COUNT(*) FILTER (WHERE job_type = 'contract') AS contract_count,
  COUNT(*) FILTER (WHERE job_type = 'internship') AS internship_count,
  COUNT(*) FILTER (WHERE job_type = 'temporary') AS temporary_count,
  COUNT(*) FILTER (WHERE flexibility = 'remote') AS remote_count,
  COUNT(*) FILTER (WHERE flexibility = 'hybrid') AS hybrid_count,
  COUNT(*) FILTER (WHERE flexibility = 'onsite') AS onsite_count
FROM scraped_jobs
WHERE global_company_id = :company_id
GROUP BY date_trunc('month', created_at)
ORDER BY month
This query returns a monthly breakdown of job postings with categorical counts. The growth multiplier is then computed by comparing the most recent month’s total to the total from 3 months earlier.

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Trend Direction Computation

The trend direction is determined programmatically:
  • Up: Current month count > month-3 count by a significant margin
  • Stable: Counts are within a small percentage of each other
  • Down: Current month count < month-3 count by a significant margin
  • New: Company has data for fewer than 3 months
  • Insufficient Data: Company has fewer than 2 data points

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Connection to Other Features

  • Client Search Hotness Score: The hotness score in search results is a snapshot metric, while hiring trends show the trajectory. A company with a moderate hotness score but a strong upward trend may be a better opportunity than one with a high but declining score.
  • Hiring Activity Filters: When you filter by “posted within” in Client Search, you are looking at a recency snapshot. The trends chart provides the longer-term context for that snapshot.
  • Company Detail Page: The trends chart is one section of the unified company view, alongside job listings, skills overview, and contacts.
  • Pipeline Timing: Companies at the “Prospect” stage in your pipeline benefit most from trend analysis. Use trends to decide when to move them to “Contacted” — time your outreach for upward trends.

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Power User Tips

  • Compare trend direction with hotness score: A company with a medium hotness score (2 flames) but a strong upward trend (2x+ growth) is likely to become a 3-flame company soon. Getting in early before they hit peak intensity gives you a competitive advantage.
  • Use the category breakdown for pitch specificity: If the trend shows a shift from on-site to remote positions, you can reference this in your outreach: “I noticed you are increasingly posting remote roles — I have a strong network of experienced remote professionals…”
  • Track trends of Won clients: Monitor your active clients’ hiring trends to anticipate upcoming needs. If a Won client shows accelerating hiring, proactively reach out about additional roles before they ask.
  • Seasonal data requires 12+ months of history: For reliable seasonal pattern detection, you need at least a year of data. The current 6-month window may capture part of a seasonal pattern but not the full cycle.
  • Zero-to-many is the strongest signal: A company going from 0 to 5+ jobs in a single month is almost always significant. This is the most reliable indicator of a new hiring initiative.

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Business Logic Rules

  • Trend data is based on scraped job records grouped by global_company_id and month.
  • The growth multiplier compares the current month to 3 months ago.
  • If there are fewer than 2 months of data, the trend shows “insufficient data.”
  • Job type, flexibility, and experience level breakdowns use the corresponding fields on scraped job records.
  • Trend data updates automatically as new jobs are scraped — there is no manual refresh needed.
  • Historical jobs (expired) are included in trend calculations to show the full historical picture.