Three steps to set up — then it runs on its own.
Add the companies you want to watch — rivals, your portfolio, your own team. Inkling auto-imports each one’s roster, most-senior first. Or track individuals directly.
Every tracked profile is re-checked weekly and diffed against the last snapshot — so a new title, a departure, or an “open to work” flag is caught as a dated change, never a guess.
A weekly briefing tells you what moved and why. A live feed lists every change, email and Slack flag the big ones, and webhooks + an API push it all into your own tools.
Your watchlist saw 23 moves this week. Northwind lost a VP of Engineering and a Staff PM; Acme added five enterprise AEs — a clear go-to-market build. Three people across your market just flipped to open to work.
Each feature is built on the same weekly snapshot + diff, so every number traces back to a dated, public change.
Add a company and Inkling imports its roster (most-senior first, plan-capped) and refreshes it weekly. The company view rolls up who joined, who left, recent activity, org shape by function, where talent flows, open roles, and similar companies worth watching.
Watch specific people, not just companies. Star VIPs, bulk-import by URL, and open any profile for its verdict, career timeline, and full change history. Refresh on demand when you need the latest read.
The live feed of every detected change across your whole market — hires, departures, promotions, headline and role rewrites, open-to-work flips. Filter by severity, change type, company, and timeframe.
Departures and arrivals across your market in one place — reach great people the week they’re movable, and see where your own network landed for a warm path in.
Per-company profile activity with at-risk people tagged automatically — a “flight risk” read on your own team, and a “potentially poachable” read on a rival — scored from open-to-work signals, profile polishing, and tenure.
An AI-written “this week across your market” summary — the synthesized “so what,” with the evidence behind every claim linked back to the underlying moves. Forwardable as a report your whole team can read.
From competitive intel to recruiting to retention — the same data, pointed at your job.
Name your rivals. Every week, read who they hired and who left — and read the org function-by-function, so a hiring push in Sales or a quiet exodus in Engineering shows up before the press release does.
Learn more →Read every company you back, watch, or trade. Track a portfolio or a thesis cohort and catch the leading indicators — senior departures, hiring freezes, build-outs — between board updates.
Learn more →Know your market before the all-hands. A weekly briefing of every rival’s hires and exits, inbox-native and forwardable — the read you bring to the room, not another dashboard to check.
Learn more →Catch the open-to-work flip first. Reach great people the week they become movable, and use a key departure as the opening it leaves behind.
Learn more →Point Inkling at your own team. Flight-risk scoring surfaces the profile-polishing and open-to-work signals that precede a resignation — so you can catch it before it lands.
Learn more →Track champions and buyers across accounts. When a sponsor changes jobs, you learn the week it happens — keep the relationship, and follow them to the new logo.
Inbox, Slack, webhooks, or the API — pick how it comes to you.
An immediate alert the moment a major move lands, plus a weekly digest. Per-member preferences and one-click unsubscribe on every message.
Pipe major changes into a channel so the whole team sees a departure or a new hire as it happens.
HMAC-signed outgoing webhooks fire on every change.detected event, and a JSON API (v1, bearer-token auth) lets you pull companies, profiles, and changes into your own tools.
More companies and profiles at each tier, with the AI briefing, Slack, and API unlocking as you grow.
Profiles refresh on a weekly cadence, and every change is dated against the snapshot it came from — so a move is a fact, not an inference. A departure is only confirmed once we can see the person’s new employer, which keeps the feed honest about what actually happened.
Name your market and read the first briefing this week.
Start tracking