Turn a champion's job change into two plays.

Three tripwires, cheapest first. An email hard bounce from a previously good address is the earliest and cheapest signal, treat every bounce on a key contact as a possible move. Second, an enrichment lookup: run the contact through Clay, Common Room, or FullEnrich and compare current company against your CRM. Third, a manual LinkedIn check on your top contacts on a set cadence, monthly for champions at customer accounts, weekly for key contacts on open deals. If you run the job-change-watchlist skill, detections arrive from there and you skip straight to verification.

A profile update is not a move. Confirm both title AND company changed. A new title at the same company is a promotion, which is a different play entirely (congratulate them, then re-map reporting lines). Require two of three before acting: LinkedIn shows the new company, enrichment confirms it, or the old email bounces. One source alone triggers a check, not the play.

Every verified move gets two scores, because every move is two events.

• Old-account risk score. Higher when: the account is a customer up for renewal inside two quarters, the mover was the only engaged contact, they were the economic buyer or day-to-day power user, and no successor is named. A champion leaving a multi-threaded account with a named successor is LOW. A champion leaving a single-threaded renewal is CRITICAL.
• New-account opportunity score. Driven by prior engagement depth, not by the new company's firmographics. Did they use the product weekly or just sign the contract? Did they attend QBRs, open your emails, expand the account? Deep behavioral history scores HIGH even if the new company looks like a stretch fit. This weighting is deliberate: when we backtested a win-scoring model against real won and lost deals, the strongest predictor of a win was a behavioral signal at 3.56x lift, against 1.13x for the firmographic fit score. What they did with your product beats where they landed.

Engagement older than STALE_DAYS decays. A power user from three years ago is a warm lead, not a hot one. Say so in the score.

Motion one, the internal flag. One paragraph in the CRM and the alert channel: who left, what they owned, the risk score with its reasons, and a named owner with a dated next step. "Champion left" with no owner is not a flag, it is a shrug. If the mover was on an open deal, the flag includes a re-map: who inside the account now owns the problem the deal was solving, and which remaining contact can tell you.

Motion two, the door-opener. A short message to the mover at their new company, sent inside the TOUCH window. Rules: congratulate the move specifically, reference the shared history in one concrete line (a project shipped, a result they drove, a problem they solved with your product), then a soft ask, not a pitch. Never reference how you found out beyond LinkedIn. Never mention the old account's renewal, their old colleagues' status, or anything that reads as surveillance. You are a familiar name saying congratulations, with a door behind it.