Live Data Technologies

Live from the Maiden Century partner summit! Great to see the data on increasing adoption of headcount and human capital data, including our real-time job change data. Proud to partner with the incredible team at Maiden Century.

Here comes the hiring comeback! What was the leading indicator for November's hiring rebound? Recruiter and talent acquisition job growth turned positive in September for the first time since November 2022 (minus a blip in January of this year). After two years of slowed job growth and hiring (including several downward revisions to BLS numbers) and almost two years of recruiter jobs disappearing, the return of recruiter hiring might be the strongest signal that hiring is coming back. Simply, if companies are going to hire more, they need people to do the hiring. Is this the start of a true hiring comeback that will push into 2025? #jobs #hiring #recruiting

70% more people have 𝗚𝗼-𝗧𝗼-𝗠𝗮𝗿𝗸𝗲𝘁 (or GTM) in their job description than in 2019 I posted a few weeks ago that I had the sense that use of the term "Go-To-Market" has been growing over the last few years (https://lnkd.in/g5_cRgZy) Working with Live Data Technologies, we reviewed ~100M job role changes over the last ~5 years, and they confirmed what I had suspected... in the last 5 years, ~70% more roles include the terms Go-to-Market or GTM. I think there are a few contributing factors: 1) The increasing view that B2B sales, marketing and customer success need to be more connected across the entire customer lifecycle 2) The emergence of new roles focused on sales and marketing integration (especially using technology), such as #GTMEngineer 3) It's the turn of #GTM to be "in vogue" - Slightly subjective view here, but there have been other terms that have come in and out of fashion that have attempted to connect sales, marketing and customer success (e.g. ABM, Revenue Management), and as new promises emerge in the narrative, similarly new badges need to be adopted to support the wave Regarding (3)... it will be interesting to see if / when we see a drop off in this trend. Thanks to Jason Saltzman for facilitating this data Would love to hear your thoughts below #GoToMarket #GTMStrategy

Coming soon: 🗞️ The State of GTM Jobs: Customer Success 🗞️ In the post-ZIRP era, the intersection of retention and revenue is only growing in scope and importance. The article on customer success will be published on GTMnow soon, outlining: -- Overall hiring growth trend -- Trends in seniority for CS hiring -- Search duration for CS professionals -- Specializations and reporting structure shifts -- Finding the right role for a CS leader -- CS roles available now This is Part 2 of our State of GTM Jobs series (read Part 1 on Sales via GTMnow or Substack). We’ve partnered with Live Data Technologies to analyze real-time job changes across 88 million professionals, uncovering key insights into CS and GTM hiring trends. In addition to the data, CS and revenue leaders have also directly analyzed and shared their perspectives on the landscape. To receive a copy when it drops, join 50k+ other revenue leaders in GTMnow (gtm now [dot] com). -- GTMnow is the media brand of GTMfund, sharing insight and advice on go-to-market from the top 1% GTM executives, VCs, and founders, along with our viewpoint from working with hundreds of portfolio companies.

Say goodbye to golden handcuffs ⛓️💥 Ahead of Databricks' rumored tender offer, I wanted to know what happens to job changes, specifically employee departures, after a liquidity event. The short answer: Five of six companies to do major pre-IPO tender offers this year saw departures spike in the following three months. Many of these employees were early at the company and were presumably sitting on vested options with no clear path to liquidity (aka no clear path to the company exiting amidst the M&A and IPO purgatory of the last two years). Simply, they were sticking around until they could cash out. Then, with the rubber stamp of "being early at XYZ" on their resume and a bunch of fresh cash, these employees were free to join or start another company (tender offers also preceded a spike in alumni founders). Three thoughts/questions: 1) Employees are desperate for liquidity in a stagnant exit market. This is where secondaries platforms come in with several companies working to bring liquidity to the private markets (I'm sure they'll show up in the comments 🫣). Will increased pre-IPO liquidity options spark more employee mobility? 2) What will this mean for Databricks, which has so far been able to avoid poaching and attrition that has plagued some competitors? 3) Is this (increased departures) the answer to the age-old question, "Would you still do your job if you made millions overnight?" #startups #privatemarkets #secondaries

What do the job change and job posting data show ahead of $NVDA's Q3 earnings call?

Unicorn hiring is back! From late 2022 through the first half of this year, Unicorns shrunk. Now, we're in the second consecutive quarter of headcount growth. Is this an early sign that the hiring recession is ending? The Unicorns that have hired the most (so far) in the second half of 2024: 1) Stripe 2) Databricks 3) OpenAI 4) Rippling 5) SpaceX 6) Fanatics 7) Wiz 8) Verkada 9) Remote 10) Anthropic None of the companies above are "surprising" to see atop the H2 2024 hiring leaderboard but, it is interesting to note the differences in whom each company is hiring. 🧑💻 Differences in AI heavyweight engineering hiring density: Anthropic hired 70.1% engineers versus OpenAI who hired 53.4% engineers (33.5% average across all Unicorns). 💰 Companies all-in on GTM: Verkada (70.3%), Remote (57.9%), and Wiz (55%) all hired dramatically more sales, support, and marketing professionals than the 38.9% average. 🏢 Industries/sector difference: Unsurprisingly, AI companies are hiring en masse. Cybersecurity and HR Tech are the other two categories seeing the biggest influx of talent. Again, unsurprisingly, consumer unicorns are overrepresented at the bottom of the leaderboard. As hiring returns following a dismal 18-24 months, how will companies balance resourcing growth with the hard lessons learned from over-aggressive ZIRP hiring? Does it matter if you're a company with enough capital to fuel "growth at all costs?" Are growing companies on an accelerated path to IPO? Are shrinking companies getting lean to facilitate better sale terms? What does this data tell you going into 2025? #startups #unicorn #hiring #VC

I wrote a LinkedIn post last week saying that Bloomberg doesn’t tend to rehire people. Jason Saltzman wondered: Is that true? What I love most about the Internet is people like Jason. Jason never worked at Bloomberg. He doesn’t know anyone who works there. He doesn’t have particular knowledge about the company. He lives 2,889 miles away in Santa Barbara. He’s just a curious guy who happens to be sitting on a mountain of employment data. A former professional cyclist who now works as the director of growth at Live Data Technologies, a startup that monitors 90 million white collar workers in America, he searched for people who worked at Bloomberg, left and then returned. It turns out that during the past three decades about 110 people out of the 28,000 former and current Bloomberg employees that Live Data Technologies tracks met that criteria. (That cohort may miss a few, but it's a large sample.) Unsolicited, Jason sent me a chart with the cheeky title: “Can You be a Bloomber(an)g Employee?” I cannot tell you how much joy it brought me when it arrived unnanounced. There is a difference between knowing a thing that you believe to be true and knowing a thing that is backed up by hard data. So, on the one hand, the couple of Bloomberg employees who sent me DMs last week saying I was wrong and that Bloomberg DOES in fact rehire people. You are right! On the other hand, that number is pretty small, especially considering some people returned when Bloomberg made acquisitions, such as Business Week. And the detail is extraordinary. Jason can tell you who all those people are and where they worked in between leaving and coming back. A close examination of Jason’s scatter plot shows that something did change about 2014, the year Mike Bloomberg returned to run the company after spending a dozen years as the mayor of New York. The lesson here isn’t really about Bloomberg. It’s about the growing availability of data, especially information that can be derived from other sources without the consent or involvement of a company. One of the big secular trends we are seeing in the world is that companies are losing control of the ability to dictate a narrative about their business. That’s because data about their rates of growth or headcount or practically any other metric can increasingly be derived by companies such as Live Data Technologies. Live Data Technologies sells its data to investors such as VCs, private equity firms and quant funds. It also provides information to CRMs, talent platforms and HR teams. Jason calls the data they collect “digital exhaust.” It’s a wonderfully evocative term. And it’s one that we are going to hear about more and more often.

We launched a new VC portfolio tracker powered by the Live Data API to show how simple it is to build analytics tools: https://lnkd.in/g4CNXk4Z What data would you want to see in the tracker? Portfolio alums in stealth? Top talent prospects? To learn how it was built, check out the article below, where I break down my tool stack. Reach out with any questions, or to add your portfolio. Building interfaces without deep tech skills is fast and cheap; I encourage you to try!

Leading into Black Friday and the holiday season, we explored the relationship between eComm expertise and eComm website visit conversion. Paring Similarweb's conversion data and the latest job change data we see that a 6% drop in website visit conversion in 2023 coincided with a 6% YoY drop in employment for eComm professionals. More companies have shed more eComm talent this year. What will the impact be to conversion as eComm companies face a tougher market and shed more eComm talent in 2024? Is eComm conversion success and eComm pro employment a chicken and egg problem? #data #ecomm #ecommerce