No. The roles here are being decided right now, before a job posting exists. You see the role the month it opens, and the person who can introduce you.
Yes, for as long as you like. Free gives you the whole 38-lesson course and a preview of every screen in the platform: how many senior roles opened at your level, in which industries and states, and how long a role like that stays open. The company names are withheld. A Search Pass names them for 30 or 90 days and adds who can introduce you, interview preparation and what the role pays. No card on file, and nothing expires on the free side.
Everything behind the role, for the length of the pass: who left and how to reach them, the introduction written for you, interview preparation built from the company's own record, and what the role pays. Both passes open the same screens. The 90-day pass runs longer and carries the larger allowance for revealing. One payment each, and a pass expires on its own.
No. At your level, a message that arrives from a tool reads as one. You send every message yourself, from your own account, in your own words, and you own the relationship.
Nothing about your search is visible to any employer, and no profile of you is published anywhere. See Security & privacy.
Watching the market is free. A Search Pass is $99 for 30 days or $249 for 90. Every price is shown before you commit. See Pricing.
Because it is still filling in. Departures become visible as people update their own records, which lags the exit. The month is marked incomplete until it settles, so a quiet recent month reads as still arriving, not as a quiet market.
Partly, and here is the split. Departures — somebody leaving a named role — are tracked at chief level plus General Counsel, so that lane is C-suite. The other lanes are not: new senior roles, companies whose hiring is accelerating, funding and expansion all surface Director and VP roles, and they are the larger part of what moves week to week. If you want a chief-level role, everything here is aimed at you. If you want a Director or VP role, use the hiring and growth lanes and expect the departures lane to be thinner.
Yes. A roster runs each candidate as their own search. See For Recruiters.