How to Identify Companies Actively Hiring

Where the data comes from

• Job posting aggregation (for example TheirStack) — the primary source, because it covers many boards and company career pages in one feed.
• Company career pages — useful for confirmation and for roles never posted to boards.
• Funding and news databases — for growth events that precede posting activity.
• Professional networks — for leadership changes and team growth.
• Your own CRM history — past conversations that went quiet are often the fastest re-entry points when a new signal appears.

Five qualifying tests

An account passing three or more of these tests is worth enrichment. An account passing one is worth watching, not working.

1. 1Recency: was the posting created or refreshed in the last 21 days?
2. 2Clustering: are there two or more related roles in the same function?
3. 3Novelty: is this a role family the company has not posted before?
4. 4Persistence: has any role been open or re-posted beyond 45 days?
5. 5Context: is there a funding, leadership or expansion event within the last 90 days?

Separating real demand from noise

Three patterns produce false positives. Evergreen postings — roles kept open permanently to collect applications — look like persistent demand but are not. Agency-posted roles indicate a competitor already has the mandate. And multi-location duplicates of the same role inflate posting counts without indicating additional demand.

Filtering for these three at the collection stage removes most of the noise before a recruiter ever sees the list.

What to do once a company qualifies

Identify the functional hiring leader, note the exact evidence in one sentence, and make contact within five business days. The evidence sentence is what makes the outreach credible: naming the specific role cluster and the timeframe demonstrates you are responding to their situation rather than broadcasting.