{"id":2429,"date":"2026-11-03T06:25:50","date_gmt":"2026-11-03T06:25:50","guid":{"rendered":"https:\/\/predictleads.com\/blog\/?p=2429"},"modified":"2026-11-03T06:25:52","modified_gmt":"2026-11-03T06:25:52","slug":"open-roles-by-company-size","status":"publish","type":"post","link":"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/","title":{"rendered":"Open Roles by Company Size: How Many Is Normal in November 2026?"},"content":{"rendered":"\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"BlogPosting\",\n  \"headline\": \"Open Roles by Company Size: A November 2026 Hiring Benchmark for 17.7M Companies\",\n  \"description\": \"Open roles by company size, November 2026: the median hiring company has 2 active openings at 2-10 employees and 58 at 10,001+. See thresholds for all 9 bands.\",\n  \"datePublished\": \"2026-11-03\",\n  \"dateModified\": \"2026-11-03\",\n  \"inLanguage\": \"en-US\",\n  \"author\": {\n    \"@type\": \"Organization\",\n    \"name\": \"PredictLeads\",\n    \"url\": \"https:\/\/predictleads.com\"\n  },\n  \"publisher\": {\n    \"@type\": \"Organization\",\n    \"name\": \"PredictLeads\",\n    \"url\": \"https:\/\/predictleads.com\"\n  },\n  \"url\": \"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/\",\n  \"mainEntityOfPage\": \"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/\",\n  \"articleSection\": \"Hiring Intent Data\",\n  \"wordCount\": 3700,\n  \"keywords\": [\n    \"open roles by company size\",\n    \"average open roles by company size\",\n    \"hiring by company size\",\n    \"company hiring benchmarks\",\n    \"jobs per company\",\n    \"company growth benchmarks\",\n    \"account qualification data\",\n    \"sales intelligence hiring signals\",\n    \"workforce growth signals\",\n    \"job openings data\",\n    \"PredictLeads\"\n  ]\n}\n<\/script>\n\n\n\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What is the average number of open roles by company size in 2026?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"For hiring companies, the median is the better guide: 2 active openings at 1-50 employees, 4 at 51-200, 6 at 201-500, 10 at 501-1,000, 18 at 1,001-5,000, 34 at 5,001-10,000, and 58 at 10,001+. Arithmetic averages run far higher because a few very large hirers pull them up; at 1,001-5,000 employees the mean is 52.23 against a median of 18. Most companies have no active opening at all at any given moment. These figures come from PredictLeads proprietary company and job-opening data on 17.68M companies, measured October 26 to 30, 2026.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Is 10 open roles a lot for a company?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"It depends on company size. Ten active openings is exceptional for a company with 2-10 or 11-50 employees, where the median hiring company has 2 and the 90th percentile is 8. It is exactly the median for a 501-1,000-employee company and on the low side of typical at 10,001+, where the median is 58. Compare against band thresholds rather than a flat cutoff; the active_only filter on the PredictLeads Job Openings API returns the active count you need.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Why do small companies show higher hiring intensity per employee?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Because one open role at a 6-person company is a much larger share of headcount than one role at a 3,000-person company. The median hiring company with 2-10 employees has 2 active openings, about 33 per 100 employees at the band midpoint, against about 0.6 per 100 at 1,001-5,000 employees, a gap of roughly 56x. The ratio relies on band midpoints, so treat it as an order of magnitude. Because it is built on medians, the pattern holds even with the misclassified outliers PredictLeads flagged in the smallest bands.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Why is total job-posting volume an unreliable monthly trend signal for small companies?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Because a handful of atypical employers can swing a small band's total on their own. In the sampled 2-10 band, new postings fell 51.3% from September to October 2026, and in the 11-50 band they fell 42.6%, while the number of distinct companies posting moved only 5.1% and 1.0%. At the small end, breadth, meaning the count of companies hiring, is the more trustworthy trend read. Every PredictLeads job opening carries a first_seen_at timestamp, so you can track both measures for any segment.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Does the open roles by company size benchmark cover only the US?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"No, it is global. About 29.4% of the 17.68M companies in the benchmark are US-headquartered, 18.7% carry no headquarters country, and the remaining 51.9% are headquartered elsewhere. Country-level breakouts are not part of this release. The PredictLeads Companies dataset covers 120M+ companies in 195 countries, so the same method can be cut by market.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What counts as a company size band in this benchmark?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"A size band is one of nine LinkedIn-derived employee ranges: 1, 2-10, 11-50, 51-200, 201-500, 501-1,000, 1,001-5,000, 5,001-10,000, and 10,001+. The benchmark covers 17,678,037 companies that carry one of these bands and are not staffing, recruiting, or HR-services firms. The same nine values are accepted by the sizes filter on the PredictLeads discover\/companies endpoint, so you can pull accounts band by band.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What share of companies are actively hiring in 2026?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"About 3.5% of the companies in this benchmark, roughly 616,000 of 17.68M, had at least one active job opening between October 26 and 30, 2026. The share ranges from 0.35% of single-employee companies to 29.01% of companies with 1,001-5,000 employees. An active opening is one not marked closed and re-confirmed by a crawl within the last five days, mirroring the active_only filter in the PredictLeads Job Openings API.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Which company size is most likely to be hiring?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Companies with 1,001-5,000 employees: 29.01% had an active opening in the October 26 to 30, 2026 snapshot. Participation then eases at the largest sizes, to 26.05% at 5,001-10,000 employees and 21.65% at 10,001+, close to the 21.85% seen at 501-1,000. At the small end it is far lower, at 1.09% for companies with 2-10 employees. These shares come from PredictLeads proprietary company and job-opening data.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How many open roles is normal for a 200-person company?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"A 200-person company falls in the 51-200 band, where the median hiring company has 4 active openings. In this benchmark, 1-4 open roles is typical for that band, 5-14 is elevated, and 15 or more, the 90th percentile, is exceptional. Only 10.91% of companies in the band had any active opening in the October 26 to 30, 2026 snapshot. The figures are measured from a reproducible 0.5% sample of the band's 1,416,907 companies in PredictLeads data.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"When does a company's hiring count as exceptional for its size?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"In this benchmark, hiring is exceptional when a company's active openings reach its band's 90th percentile, the top 10% of hiring companies in that band. That line is 8 openings at 2-50 employees, 15 at 51-200, 30 at 201-500, 55 at 501-1,000, 117 at 1,001-5,000, 253 at 5,001-10,000, and 591 at 10,001+. Counts between the median and the 90th percentile are elevated. The percentiles come from PredictLeads proprietary company and job-opening data, October 26 to 30, 2026.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How does the job-function mix change as companies grow?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Small companies lead with knowledge-work roles and large companies with operational ones. At single-employee companies, Software Development, Design, Marketing, and Information Technology lead a small sample of 153 openings. Healthcare Services, Operations, and Manual Work hold the top three spots at 201-500, 1,001-5,000, and 5,001-10,000 employees, and at 10,001+ Healthcare Services and Operations lead, followed by Management. Every PredictLeads job opening carries job categories and an O*NET code, so the split is a filter rather than a manual review.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Do the largest employers dominate job postings?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Not at enterprise scale. In every band from 201 employees up, the 10 largest employers hold between 4.0% and 8.3% of the band's active openings, including 7.7% at 10,001+. The smallest bands are different: in the sampled 2-10 band, the top 10 hold 80.2% of openings, largely because of a few companies whose declared size is almost certainly stale. That is why this PredictLeads benchmark leads with medians and percentiles for small companies.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How do you spot a company hiring above its own baseline?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Compare a company's newly observed postings over the last 30 days with its average monthly volume over the prior 12 months, company-wide, by department, or by location. The 10 companies flagged in this benchmark on October 30, 2026 ran at 3.2x to 15x their own baseline, including SICK AG at 15x in one department. A surge is a change in observable hiring allocation and may indicate expansion, but it is not proof of a contract or launch. PredictLeads Job Openings timestamps every posting with first_seen_at, which makes the baseline calculable.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What is an active job opening?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"In this benchmark, an active job opening is a posting that is not marked closed and was re-confirmed by a crawl within the last five days of the snapshot window, October 26 to 30, 2026. That mirrors the active_only filter in the PredictLeads Job Openings API, which returns openings that are not closed, were last seen within five days, and were found within the last year. Active openings measure current inventory, while newly observed postings, counted by first discovery date, measure flow; the two are not interchangeable.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Can I get company-level hiring data through an API?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Yes. PredictLeads Job Openings holds 279.2M+ postings since 2018 from 2.9M+ company websites, with 10.2M active openings at any time, and is delivered via API, flat files, webhooks, and MCP. Each posting carries first_seen_at, last_seen_at, job categories, an O*NET code, seniority, and location data. You can start with 100 free API requests per month, with no credit card and no sales call.\"\n      }\n    }\n  ]\n}\n<\/script>\n\n\n\n<p class=\"wp-block-paragraph\">How many open jobs is normal for a company depends on its size. In this open roles by company size benchmark, the median hiring company with 11-50 employees has 2 active job openings, while the median hiring company with 1,001-5,000 employees has 18. Both counts are ordinary for their band, so a flat qualification rule like &#8220;10+ open roles means a hot account&#8221; misreads hiring signals in both directions: it misses aggressive hiring at small accounts and flags routine volume at large ones.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">To set the baselines, we measured active openings across nine employee-size bands and directly analyzed 922,188 companies: every eligible company in the five largest bands, plus a reproducible 0.5% sample from the four smallest. Together, they represent an eligible universe of 17.68M companies worldwide. Below you will find the benchmark table, typical-versus-exceptional thresholds for each band, how sales teams can apply them, and the analysis behind them.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><em>Snapshot: active openings, October 26 to 30, 2026. Trend comparison: October vs. September 2026. Source: PredictLeads proprietary company and job-opening data.<\/em><\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>TLDR:<\/strong><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Observed hiring participation rises with size, from 1.09% of companies with 2-10 employees to a peak of 29.01% at 1,001-5,000, then eases to 21.65% at 10,001+.<\/li>\n\n\n\n<li>Hiring intensity runs the other way: about 33 open roles per 100 employees for the median small hiring company, against 0.6 at 1,001-5,000 employees.<\/li>\n\n\n\n<li>&#8220;Normal&#8221; climbs from a median of 2 active openings in the smallest bands to 58 at 10,001+, and the 90th percentile of each band marks &#8220;exceptional.&#8221;<\/li>\n\n\n\n<li>No single employer dominates enterprise hiring, but a few misclassified companies dominate the smallest bands, so small-company figures lead with medians, not totals.<\/li>\n\n\n\n<li>The benchmark runs on the PredictLeads Job Openings dataset: 279.2M+ postings since 2018, each timestamped with <code>first_seen_at<\/code> and <code>last_seen_at<\/code>.<\/li>\n<\/ul>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_89 counter-hierarchy ez-toc-counter ez-toc-grey ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#Open_Roles_by_Company_Size_The_November_2026_Benchmark\" >Open Roles by Company Size: The November 2026 Benchmark<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#Participation_Rises_With_Size_Intensity_Falls\" >Participation Rises With Size, Intensity Falls<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#What_Is_Typical_vs_Exceptional_for_Each_Company_Size\" >What Is Typical vs. Exceptional for Each Company Size<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#How_Sales_Teams_Can_Use_Size-Adjusted_Hiring\" >How Sales Teams Can Use Size-Adjusted Hiring<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#A_Four-Step_Workflow_to_Score_Accounts_by_Size_Band\" >A Four-Step Workflow to Score Accounts by Size Band<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#Companies_Hiring_Above_Their_Own_Baseline\" >Companies Hiring Above Their Own Baseline<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#The_Full_Watchlist\" >The Full Watchlist<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#How_the_Job-Function_Mix_Changes_as_Companies_Scale\" >How the Job-Function Mix Changes as Companies Scale<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#What_Changed_From_September_to_October_2026\" >What Changed From September to October 2026<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#A_Data-Quality_Finding_Misclassified_Companies_in_the_Smallest_Bands\" >A Data-Quality Finding: Misclassified Companies in the Smallest Bands<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#Methodology_Coverage_and_Limitations\" >Methodology, Coverage, and Limitations<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-12\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#What_the_Benchmark_Measures\" >What the Benchmark Measures<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-13\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#Source_Population_and_Sample\" >Source, Population, and Sample<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-14\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#Definitions_and_Time_Windows\" >Definitions and Time Windows<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-15\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#What_We_Checked_and_What_We_Do_Not_Claim\" >What We Checked, and What We Do Not Claim<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-16\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#How_PredictLeads_Job_Openings_Data_Powers_This_Benchmark\" >How PredictLeads Job Openings Data Powers This Benchmark<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-17\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#Final_Thoughts_on_Open_Roles_by_Company_Size\" >Final Thoughts on Open Roles by Company Size<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-18\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#Ready_to_see_this_in_your_own_data\" >Ready to see this in your own data?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-19\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#Frequently_Asked_Questions\" >Frequently Asked Questions<\/a><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-20\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#How_many_open_roles_is_normal_for_a_company_in_2026\" >How many open roles is normal for a company in 2026?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-21\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#Is_10_open_roles_a_lot_for_a_company\" >Is 10 open roles a lot for a company?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-22\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#What_percentage_of_companies_are_hiring_right_now\" >What percentage of companies are hiring right now?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-23\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#How_does_hiring_intensity_change_with_company_size\" >How does hiring intensity change with company size?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-24\" href=\"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/#How_can_open-role_benchmarks_improve_lead_scoring\" >How can open-role benchmarks improve lead scoring?<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n<h2 id=\"h-open-roles-by-company-size-the-november-2026-benchmark\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Open_Roles_by_Company_Size_The_November_2026_Benchmark\"><\/span>Open Roles by Company Size: The November 2026 Benchmark<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Median active openings rise with every band above 50 employees, while the share of companies with an observed opening peaks in the middle of the size range. An active opening is a posting not marked closed and re-confirmed by a crawl in the snapshot&#8217;s last five days; medians and percentiles cover only companies with at least one.<\/p>\n\n\n\n<div style=\"overflow-x:auto;\">\n<table>\n  <thead><tr style=\"background:#76508e;color:#ffffff;\"><th>Company size<\/th><th>Eligible companies<\/th><th>Share with an observed active opening<\/th><th>Median openings, hiring companies<\/th><th>90th percentile<\/th><th>Openings per 100 employees*<\/th><th>New postings, Oct vs. Sep 2026<\/th><\/tr><\/thead>\n  <tbody>\n    <tr><td>1 employee<\/td><td>1,649,649<\/td><td>0.35%<\/td><td>2<\/td><td>8.4<\/td><td>n\/a<\/td><td>n\/a (base too small)<\/td><\/tr>\n    <tr style=\"background:#f3ecf8;\"><td>2-10<\/td><td>9,221,622<\/td><td>1.09%<\/td><td>2<\/td><td>8.0<\/td><td>33.3<\/td><td>Not reliable\u2020<\/td><\/tr>\n    <tr><td>11-50<\/td><td>4,551,527<\/td><td>4.52%<\/td><td>2<\/td><td>8.0<\/td><td>6.6<\/td><td>Not reliable\u2020<\/td><\/tr>\n    <tr style=\"background:#f3ecf8;\"><td>51-200<\/td><td>1,416,907<\/td><td>10.91%<\/td><td>4<\/td><td>15.0<\/td><td>3.2<\/td><td>-4.5%<\/td><\/tr>\n    <tr><td>201-500<\/td><td>507,223<\/td><td>13.37%<\/td><td>6<\/td><td>30.0<\/td><td>1.7<\/td><td>-2.7%<\/td><\/tr>\n    <tr style=\"background:#f3ecf8;\"><td>501-1,000<\/td><td>151,996<\/td><td>21.85%<\/td><td>10<\/td><td>55.0<\/td><td>1.3<\/td><td>-1.3%<\/td><\/tr>\n    <tr><td><strong>1,001-5,000<\/strong><\/td><td>119,785<\/td><td><strong>29.01%<\/strong><\/td><td>18<\/td><td>117.0<\/td><td>0.60<\/td><td>-2.8%<\/td><\/tr>\n    <tr style=\"background:#f3ecf8;\"><td>5,001-10,000<\/td><td>24,836<\/td><td>26.05%<\/td><td>34<\/td><td>253.0<\/td><td>0.45<\/td><td>-7.8%<\/td><\/tr>\n    <tr><td>10,001+<\/td><td>34,492<\/td><td>21.65%<\/td><td>58<\/td><td>590.8<\/td><td>0.58\u2021<\/td><td>-4.2%<\/td><\/tr>\n  <\/tbody>\n<\/table>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Share, median, percentile, and trend figures in the 1 through 51-200 rows come from a reproducible 0.5% sample; company counts and all other rows are full counts. *Median openings divided by the band&#8217;s midpoint headcount (6 employees for 2-10, for example), so approximate; single-employee companies are omitted. \u2020New postings in these sampled bands fell 43% to 51% in one month because of a few atypical employers, while the number of companies posting moved only 1% to 5%. \u2021Uses a 10,001-employee floor, which overstates intensity for the largest companies in the band. Source: PredictLeads proprietary company and job-opening data.<\/p>\n\n\n\n<h3 id=\"h-participation-rises-with-size-intensity-falls\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Participation_Rises_With_Size_Intensity_Falls\"><\/span>Participation Rises With Size, Intensity Falls<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">Scale buys breadth of hiring, not intensity. Observed participation, meaning PredictLeads found at least one qualifying active opening for a company in the snapshot, climbs until 1,001-5,000 employees and then eases. Intensity falls at every step from 2-10 to 5,001-10,000 employees.<\/p>\n\n\n\n<figure style=\"margin:28px 0;\">\n<svg viewBox=\"0 0 760 565\" width=\"100%\" role=\"img\" aria-labelledby=\"orcs-pi-title\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" font-family=\"Poppins, 'Segoe UI', system-ui, sans-serif\" style=\"max-width:760px;height:auto;display:block;margin:0 auto;background:#ffffff;\">\n<title id=\"orcs-pi-title\">Two bar charts by company size band. Share of companies with an observed active opening: 1 employee 0.35%, 2-10 1.09%, 11-50 4.52%, 51-200 10.91%, 201-500 13.37%, 501-1,000 21.85%, 1,001-5,000 29.01% (peak), 5,001-10,000 26.05%, 10,001+ 21.65%. Open roles per 100 employees for the median hiring company: 2-10 33.3, 11-50 6.6, 51-200 3.2, 201-500 1.7, 501-1,000 1.3, 1,001-5,000 0.60, 5,001-10,000 0.45, 10,001+ 0.58 on a floor basis that overstates intensity.<\/title>\n<text x=\"20\" y=\"34\" font-size=\"19\" font-weight=\"800\" fill=\"#3a2f4d\">Hiring participation rises with size; intensity falls<\/text>\n<text x=\"20\" y=\"56\" font-size=\"13\" fill=\"#5b3d70\">Active openings, October 26 to 30, 2026. PredictLeads proprietary company and job-opening data.<\/text>\n<text x=\"20\" y=\"92\" font-size=\"14\" font-weight=\"700\" fill=\"#3a2f4d\">Share of companies with an observed active opening<\/text>\n<line x1=\"70\" y1=\"110\" x2=\"740\" y2=\"110\" stroke=\"#e7dbf2\" stroke-width=\"1\"><\/line>\n<line x1=\"70\" y1=\"163.33\" x2=\"740\" y2=\"163.33\" stroke=\"#e7dbf2\" stroke-width=\"1\"><\/line>\n<line x1=\"70\" y1=\"216.67\" x2=\"740\" y2=\"216.67\" stroke=\"#e7dbf2\" stroke-width=\"1\"><\/line>\n<line x1=\"70\" y1=\"270\" x2=\"740\" y2=\"270\" stroke=\"#b79fcb\" stroke-width=\"1.5\"><\/line>\n<text x=\"62\" y=\"114\" text-anchor=\"end\" font-size=\"11.5\" fill=\"#5b3d70\">30%<\/text>\n<text x=\"62\" y=\"167.33\" text-anchor=\"end\" font-size=\"11.5\" fill=\"#5b3d70\">20%<\/text>\n<text x=\"62\" y=\"220.67\" text-anchor=\"end\" font-size=\"11.5\" fill=\"#5b3d70\">10%<\/text>\n<text x=\"62\" y=\"274\" text-anchor=\"end\" font-size=\"11.5\" fill=\"#5b3d70\">0%<\/text>\n<rect x=\"87.22\" y=\"268.13\" width=\"40\" height=\"1.87\" fill=\"#76508e\"><\/rect>\n<rect x=\"161.67\" y=\"264.19\" width=\"40\" height=\"5.81\" fill=\"#76508e\"><\/rect>\n<rect x=\"236.11\" y=\"245.89\" width=\"40\" height=\"24.11\" rx=\"3\" fill=\"#76508e\"><\/rect>\n<rect x=\"310.56\" y=\"211.81\" width=\"40\" height=\"58.19\" rx=\"3\" fill=\"#76508e\"><\/rect>\n<rect x=\"385\" y=\"198.69\" width=\"40\" height=\"71.31\" rx=\"3\" fill=\"#76508e\"><\/rect>\n<rect x=\"459.44\" y=\"153.47\" width=\"40\" height=\"116.53\" rx=\"3\" fill=\"#76508e\"><\/rect>\n<rect x=\"533.89\" y=\"115.28\" width=\"40\" height=\"154.72\" rx=\"3\" fill=\"#4a3159\"><\/rect>\n<rect x=\"608.33\" y=\"131.07\" width=\"40\" height=\"138.93\" rx=\"3\" fill=\"#76508e\"><\/rect>\n<rect x=\"682.78\" y=\"154.53\" width=\"40\" height=\"115.47\" rx=\"3\" fill=\"#76508e\"><\/rect>\n<text x=\"107.22\" y=\"261.13\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">0.35%<\/text>\n<text x=\"181.67\" y=\"257.19\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">1.09%<\/text>\n<text x=\"256.11\" y=\"238.89\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">4.52%<\/text>\n<text x=\"330.56\" y=\"204.81\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">10.91%<\/text>\n<text x=\"405\" y=\"191.69\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">13.37%<\/text>\n<text x=\"479.44\" y=\"146.47\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">21.85%<\/text>\n<text x=\"553.89\" y=\"105\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"800\" fill=\"#4a3159\">29.01%<\/text>\n<text x=\"628.33\" y=\"124.07\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">26.05%<\/text>\n<text x=\"702.78\" y=\"147.53\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">21.65%<\/text>\n<text x=\"107.22\" y=\"288\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">1<\/text>\n<text x=\"181.67\" y=\"288\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">2-10<\/text>\n<text x=\"256.11\" y=\"288\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">11-50<\/text>\n<text x=\"330.56\" y=\"288\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">51-200<\/text>\n<text x=\"405\" y=\"288\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">201-500<\/text>\n<text x=\"479.44\" y=\"288\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">501-1K<\/text>\n<text x=\"553.89\" y=\"288\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">1K-5K<\/text>\n<text x=\"628.33\" y=\"288\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">5K-10K<\/text>\n<text x=\"702.78\" y=\"288\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">10K+<\/text>\n<text x=\"20\" y=\"326\" font-size=\"14\" font-weight=\"700\" fill=\"#3a2f4d\">Open roles per 100 employees, median hiring company<\/text>\n<line x1=\"70\" y1=\"375.71\" x2=\"740\" y2=\"375.71\" stroke=\"#e7dbf2\" stroke-width=\"1\"><\/line>\n<line x1=\"70\" y1=\"427.14\" x2=\"740\" y2=\"427.14\" stroke=\"#e7dbf2\" stroke-width=\"1\"><\/line>\n<line x1=\"70\" y1=\"478.57\" x2=\"740\" y2=\"478.57\" stroke=\"#e7dbf2\" stroke-width=\"1\"><\/line>\n<line x1=\"70\" y1=\"530\" x2=\"740\" y2=\"530\" stroke=\"#b79fcb\" stroke-width=\"1.5\"><\/line>\n<text x=\"62\" y=\"379.71\" text-anchor=\"end\" font-size=\"11.5\" fill=\"#5b3d70\">30<\/text>\n<text x=\"62\" y=\"431.14\" text-anchor=\"end\" font-size=\"11.5\" fill=\"#5b3d70\">20<\/text>\n<text x=\"62\" y=\"482.57\" text-anchor=\"end\" font-size=\"11.5\" fill=\"#5b3d70\">10<\/text>\n<text x=\"62\" y=\"534\" text-anchor=\"end\" font-size=\"11.5\" fill=\"#5b3d70\">0<\/text>\n<text x=\"107.22\" y=\"524\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">n\/a<\/text>\n<rect x=\"161.67\" y=\"358.74\" width=\"40\" height=\"171.26\" rx=\"3\" fill=\"#76508e\"><\/rect>\n<rect x=\"236.11\" y=\"496.26\" width=\"40\" height=\"33.74\" rx=\"3\" fill=\"#76508e\"><\/rect>\n<rect x=\"310.56\" y=\"513.59\" width=\"40\" height=\"16.41\" rx=\"3\" fill=\"#76508e\"><\/rect>\n<rect x=\"385\" y=\"521.21\" width=\"40\" height=\"8.79\" fill=\"#76508e\"><\/rect>\n<rect x=\"459.44\" y=\"523.16\" width=\"40\" height=\"6.84\" fill=\"#76508e\"><\/rect>\n<rect x=\"533.89\" y=\"526.91\" width=\"40\" height=\"3.09\" fill=\"#76508e\"><\/rect>\n<rect x=\"608.33\" y=\"527.69\" width=\"40\" height=\"2.31\" fill=\"#76508e\"><\/rect>\n<rect x=\"682.78\" y=\"527.02\" width=\"40\" height=\"2.98\" fill=\"#b79fcb\"><\/rect>\n<text x=\"181.67\" y=\"351.74\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"800\" fill=\"#4a3159\">33.3<\/text>\n<text x=\"256.11\" y=\"489.26\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">6.6<\/text>\n<text x=\"330.56\" y=\"506.59\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">3.2<\/text>\n<text x=\"405\" y=\"514.21\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">1.7<\/text>\n<text x=\"479.44\" y=\"516.16\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">1.3<\/text>\n<text x=\"553.89\" y=\"519.91\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">0.60<\/text>\n<text x=\"628.33\" y=\"520.69\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">0.45<\/text>\n<text x=\"702.78\" y=\"520.02\" text-anchor=\"middle\" font-size=\"11.5\" font-weight=\"700\" fill=\"#3a2f4d\">0.58*<\/text>\n<text x=\"107.22\" y=\"550\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">1<\/text>\n<text x=\"181.67\" y=\"550\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">2-10<\/text>\n<text x=\"256.11\" y=\"550\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">11-50<\/text>\n<text x=\"330.56\" y=\"550\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">51-200<\/text>\n<text x=\"405\" y=\"550\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">201-500<\/text>\n<text x=\"479.44\" y=\"550\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">501-1K<\/text>\n<text x=\"553.89\" y=\"550\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">1K-5K<\/text>\n<text x=\"628.33\" y=\"550\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">5K-10K<\/text>\n<text x=\"702.78\" y=\"550\" text-anchor=\"middle\" font-size=\"11.5\" fill=\"#5b3d70\">10K+<\/text>\n<\/svg>\n<figcaption style=\"font-size:12.5px;color:#5b3d70;text-align:center;margin-top:8px;\">Openings per 100 employees use each band&#8217;s midpoint headcount, so they are approximate; single-employee companies are omitted from the lower chart. *The 10,001+ figure uses a 10,001-employee floor, which overstates intensity. Source: PredictLeads proprietary company and job-opening data.<\/figcaption>\n<\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">Measured at the median, a hiring company with 2-10 employees posts roughly 56 times as many openings per employee as one with 1,001-5,000. That multiple rests on band midpoints, so treat it as an order of magnitude rather than a precise figure. The practical meaning: one new role at a 6-person company is a material change in headcount, while one new role at a 3,000-person company barely registers. Every posting in the Job Openings dataset carries <code>first_seen_at<\/code> and <code>last_seen_at<\/code>, so you can compute the same active count for any account.<\/p>\n\n\n\n<h2 id=\"h-what-is-typical-vs-exceptional-for-each-company-size\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_Is_Typical_vs_Exceptional_for_Each_Company_Size\"><\/span>What Is Typical vs. Exceptional for Each Company Size<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">An open-role count is typical if it sits at or below its band&#8217;s median, elevated if it falls between the median and the 90th percentile, and exceptional if it reaches the 90th percentile, the top 10% of hiring companies in that band. These thresholds apply only once a company is hiring; most companies, especially small ones, have no observed active opening at any given moment.<\/p>\n\n\n\n<div style=\"overflow-x:auto;\">\n<table>\n  <thead><tr style=\"background:#76508e;color:#ffffff;\"><th>Company size<\/th><th>Typical (at or below median)<\/th><th>Elevated (median to 90th percentile)<\/th><th>Exceptional (90th percentile and up)<\/th><\/tr><\/thead>\n  <tbody>\n    <tr><td>2-10 and 11-50<\/td><td style=\"background:#efe4f6;\">1-2 open roles<\/td><td style=\"background:#b79fcb;\">3-7<\/td><td style=\"background:#76508e;color:#ffffff;\">8+<\/td><\/tr>\n    <tr><td>51-200<\/td><td style=\"background:#efe4f6;\">1-4 open roles<\/td><td style=\"background:#b79fcb;\">5-14<\/td><td style=\"background:#76508e;color:#ffffff;\">15+<\/td><\/tr>\n    <tr><td>201-500<\/td><td style=\"background:#efe4f6;\">1-6 open roles<\/td><td style=\"background:#b79fcb;\">7-29<\/td><td style=\"background:#76508e;color:#ffffff;\">30+<\/td><\/tr>\n    <tr><td>501-1,000<\/td><td style=\"background:#efe4f6;\">1-10 open roles<\/td><td style=\"background:#b79fcb;\">11-54<\/td><td style=\"background:#76508e;color:#ffffff;\">55+<\/td><\/tr>\n    <tr><td>1,001-5,000<\/td><td style=\"background:#efe4f6;\">1-18 open roles<\/td><td style=\"background:#b79fcb;\">19-116<\/td><td style=\"background:#76508e;color:#ffffff;\">117+<\/td><\/tr>\n    <tr><td>5,001-10,000<\/td><td style=\"background:#efe4f6;\">1-34 open roles<\/td><td style=\"background:#b79fcb;\">35-252<\/td><td style=\"background:#76508e;color:#ffffff;\">253+<\/td><\/tr>\n    <tr><td>10,001+<\/td><td style=\"background:#efe4f6;\">1-58 open roles<\/td><td style=\"background:#b79fcb;\">59-590<\/td><td style=\"background:#76508e;color:#ffffff;\">591+<\/td><\/tr>\n  <\/tbody>\n<\/table>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">Single-employee companies are left out because that band&#8217;s sample holds only 29 hiring companies. Source: PredictLeads proprietary company and job-opening data.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Compare a 150-person company with 6 open roles and a 3,000-person company with 15. The first is already elevated for the 51-200 band, where typical is 1-4. The second is still typical for the 1,001-5,000 band, even with two and a half times as many postings. These thresholds use active openings, so compare them with an active count, not a 30-day tally of new postings. To get that count for any account, call the Job Openings endpoint with <code>active_only=true<\/code>.<\/p>\n\n\n\n<h2 id=\"h-how-sales-teams-can-use-size-adjusted-hiring\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_Sales_Teams_Can_Use_Size-Adjusted_Hiring\"><\/span>How Sales Teams Can Use Size-Adjusted Hiring<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Replace flat open-role thresholds with band-relative ones, and you stop missing aggressive hiring at small accounts and over-flagging routine volume at large ones.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Qualify by percentile, not by count.<\/strong> A rule like &#8220;10+ open roles = qualified&#8221; misses a 40-person company with 8 active openings, exceptional for its band, and flags a 5,000-person company with 12, which is typical. Use the thresholds table instead.<\/li>\n\n\n\n<li><strong>Weight headcount-adjusted intensity in account scoring.<\/strong> A 30-person company with 3 open roles is hiring at about 10 per 100 employees; a 5,000-person company with 25 is at 0.5. In a <a href=\"https:\/\/predictleads.com\/blog\/lead-scoring-model-company-growth-signals\/\">lead scoring model built on growth signals<\/a>, the smaller account can deserve the higher score.<\/li>\n\n\n\n<li><strong>Read function mix as a qualifier.<\/strong> A shift toward Engineering or Information Technology roles at a company that historically posts mostly Operations or Manual Work roles is a more specific signal than a rise in total count.<\/li>\n\n\n\n<li><strong>Read a zero carefully.<\/strong> PredictLeads observed no qualifying active opening for about 78% of companies with 10,001+ employees in this snapshot. That is not proof they are not hiring: hiring can run through a parent or subsidiary domain or through channels outside this snapshot&#8217;s coverage, or the company may be between requisitions. Check the corporate hierarchy before writing the account off.<\/li>\n\n\n\n<li><strong>Flag a newly appearing function.<\/strong> A company posting its first Sales Engineering, RevOps, or IT role may be standing up a function that did not exist before, which is worth routing to the right rep even at low volume.<\/li>\n<\/ul>\n\n\n\n<h3 id=\"h-a-four-step-workflow-to-score-accounts-by-size-band\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"A_Four-Step_Workflow_to_Score_Accounts_by_Size_Band\"><\/span>A Four-Step Workflow to Score Accounts by Size Band<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<figure style=\"margin:28px 0;\">\n<svg viewBox=\"0 0 760 232\" width=\"100%\" role=\"img\" aria-labelledby=\"orcs-flow-title\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" font-family=\"Poppins, 'Segoe UI', system-ui, sans-serif\" style=\"max-width:760px;height:auto;display:block;margin:0 auto;\">\n<title id=\"orcs-flow-title\">Four-step workflow to score accounts by company size band: 1, pull accounts by size band with discover\/companies using location and sizes; 2, count active openings per account with job_openings and active_only set to true; 3, compare each count with its band&#8217;s typical, elevated, and exceptional thresholds; 4, qualify the top tier using job categories and a 30-day surge check against the company&#8217;s own baseline.<\/title>\n<rect x=\"0\" y=\"0\" width=\"760\" height=\"232\" rx=\"16\" fill=\"#f3ecf8\"><\/rect>\n<text x=\"20\" y=\"30\" font-size=\"16\" font-weight=\"800\" font-style=\"italic\" fill=\"#76508e\">Score accounts against their size band<\/text>\n<rect x=\"20\" y=\"44\" width=\"160\" height=\"170\" rx=\"14\" fill=\"#ffffff\" stroke=\"#ece0f5\" stroke-width=\"1.5\"><\/rect>\n<rect x=\"207\" y=\"44\" width=\"160\" height=\"170\" rx=\"14\" fill=\"#ffffff\" stroke=\"#ece0f5\" stroke-width=\"1.5\"><\/rect>\n<rect x=\"394\" y=\"44\" width=\"160\" height=\"170\" rx=\"14\" fill=\"#ffffff\" stroke=\"#ece0f5\" stroke-width=\"1.5\"><\/rect>\n<rect x=\"581\" y=\"44\" width=\"160\" height=\"170\" rx=\"14\" fill=\"#ffffff\" stroke=\"#ece0f5\" stroke-width=\"1.5\"><\/rect>\n<circle cx=\"100\" cy=\"80\" r=\"18\" fill=\"#76508e\"><\/circle><text x=\"100\" y=\"86\" text-anchor=\"middle\" font-size=\"16\" font-weight=\"800\" fill=\"#ffffff\">1<\/text>\n<circle cx=\"287\" cy=\"80\" r=\"18\" fill=\"#76508e\"><\/circle><text x=\"287\" y=\"86\" text-anchor=\"middle\" font-size=\"16\" font-weight=\"800\" fill=\"#ffffff\">2<\/text>\n<circle cx=\"474\" cy=\"80\" r=\"18\" fill=\"#76508e\"><\/circle><text x=\"474\" y=\"86\" text-anchor=\"middle\" font-size=\"16\" font-weight=\"800\" fill=\"#ffffff\">3<\/text>\n<circle cx=\"661\" cy=\"80\" r=\"18\" fill=\"#76508e\"><\/circle><text x=\"661\" y=\"86\" text-anchor=\"middle\" font-size=\"16\" font-weight=\"800\" fill=\"#ffffff\">4<\/text>\n<path d=\"M188 121 L198 129 L188 137\" stroke=\"#76508e\" stroke-width=\"3\" fill=\"none\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><\/path>\n<path d=\"M375 121 L385 129 L375 137\" stroke=\"#76508e\" stroke-width=\"3\" fill=\"none\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><\/path>\n<path d=\"M562 121 L572 129 L562 137\" stroke=\"#76508e\" stroke-width=\"3\" fill=\"none\" stroke-linecap=\"round\" stroke-linejoin=\"round\"><\/path>\n<text x=\"100\" y=\"124\" text-anchor=\"middle\" font-size=\"14\" font-weight=\"700\" fill=\"#3a2f4d\">Pull accounts<\/text>\n<text x=\"100\" y=\"142\" text-anchor=\"middle\" font-size=\"14\" font-weight=\"700\" fill=\"#3a2f4d\">by size band<\/text>\n<text x=\"100\" y=\"166\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">discover\/companies<\/text>\n<text x=\"100\" y=\"182\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">with location<\/text>\n<text x=\"100\" y=\"198\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">and sizes<\/text>\n<text x=\"287\" y=\"124\" text-anchor=\"middle\" font-size=\"14\" font-weight=\"700\" fill=\"#3a2f4d\">Count active<\/text>\n<text x=\"287\" y=\"142\" text-anchor=\"middle\" font-size=\"14\" font-weight=\"700\" fill=\"#3a2f4d\">openings<\/text>\n<text x=\"287\" y=\"166\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">job_openings with<\/text>\n<text x=\"287\" y=\"182\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">active_only=true<\/text>\n<text x=\"287\" y=\"198\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">per account<\/text>\n<text x=\"474\" y=\"124\" text-anchor=\"middle\" font-size=\"14\" font-weight=\"700\" fill=\"#3a2f4d\">Compare to<\/text>\n<text x=\"474\" y=\"142\" text-anchor=\"middle\" font-size=\"14\" font-weight=\"700\" fill=\"#3a2f4d\">band thresholds<\/text>\n<text x=\"474\" y=\"166\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">typical, elevated,<\/text>\n<text x=\"474\" y=\"182\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">or exceptional<\/text>\n<text x=\"474\" y=\"198\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">(median, 90th pct.)<\/text>\n<text x=\"661\" y=\"124\" text-anchor=\"middle\" font-size=\"14\" font-weight=\"700\" fill=\"#3a2f4d\">Qualify the<\/text>\n<text x=\"661\" y=\"142\" text-anchor=\"middle\" font-size=\"14\" font-weight=\"700\" fill=\"#3a2f4d\">top tier<\/text>\n<text x=\"661\" y=\"166\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">job categories plus<\/text>\n<text x=\"661\" y=\"182\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">30-day surge vs.<\/text>\n<text x=\"661\" y=\"198\" text-anchor=\"middle\" font-size=\"12\" fill=\"#5b3d70\">own baseline<\/text>\n<\/svg>\n<figcaption style=\"font-size:12.5px;color:#5b3d70;text-align:center;margin-top:8px;\">A four-step scoring workflow using the PredictLeads Companies and Job Openings endpoints.<\/figcaption>\n<\/figure>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>Pull accounts by band.<\/strong> Call <code>GET \/discover\/companies<\/code> with <code>location<\/code> and <code>sizes<\/code>. The API writes bands without thousands separators, for example <code>sizes=51-200<\/code> or <code>sizes=1001-5000<\/code>. Our guide to <a href=\"https:\/\/predictleads.com\/blog\/discover-companies-by-location-and-size\/\">discovering companies by location and size<\/a> walks through the request.<\/li>\n\n\n\n<li><strong>Count active openings per account.<\/strong> Call <code>GET \/companies\/{company_id_or_domain}\/job_openings<\/code> with <code>active_only=true<\/code>.<\/li>\n\n\n\n<li><strong>Place each count against its band.<\/strong> Tag every account typical, elevated, or exceptional using the thresholds above.<\/li>\n\n\n\n<li><strong>Qualify the top tier.<\/strong> Check job <code>categories<\/code> for function mix, compare 30-day <code>first_seen_at<\/code> counts with the account&#8217;s own 12-month average, and route accounts that are both elevated and surging first. See how to <a href=\"https:\/\/predictleads.com\/blog\/hiring-signals-b2b-sales-account-prioritization\/\">prioritize accounts with hiring signals<\/a> to turn this into a working priority list.<\/li>\n<\/ol>\n\n\n\n<h2 id=\"h-companies-hiring-above-their-own-baseline\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Companies_Hiring_Above_Their_Own_Baseline\"><\/span>Companies Hiring Above Their Own Baseline<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The benchmark shows what is normal for a company&#8217;s peers; a surge check shows what is abnormal for the company itself. On October 30, 2026, we flagged 10 companies whose new postings over the last 30 days, company-wide, in a department, or at one location, ran at 3.2x to 15x their own monthly average for the prior 12 months. Three stand out for what they teach:<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>PDR-Team (11-50 employees, auto services, France):<\/strong> 16 new postings against a baseline of 1.2 a month, a 13.3x step change. At under 50 employees, a jump that size may indicate a new location or service line.<\/li>\n\n\n\n<li><strong>UNC Rockingham (501-1,000 employees, hospitals and health care):<\/strong> four department-level surges in the same run, with 32 new postings at 4.7x its baseline. Simultaneous surges across teams are more consistent with a broader expansion than with backfilling one role.<\/li>\n\n\n\n<li><strong>SICK AG (10,001+ employees, automation machinery):<\/strong> one department posting at 15x its normal rate, only 3 new postings in absolute terms. At 10,001+, where total new postings fell 4.2% in October, a company-wide count would hide it.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">None of this proves a contract, funding round, or launch. A surge is a change in observable hiring allocation, so treat it as a reason to look closer and confirm with a second signal. Our guides to <a href=\"https:\/\/predictleads.com\/blog\/hiring-as-a-buying-signal\/\">treating hiring as a buying signal<\/a> and to <a href=\"https:\/\/predictleads.com\/blog\/competitor-hiring-spikes-guide\/\">building per-company baselines for hiring spikes<\/a> cover how.<\/p>\n\n\n\n<h3 id=\"h-the-full-watchlist\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"The_Full_Watchlist\"><\/span>The Full Watchlist<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">All 10 flagged companies, one or more from every size segment, are listed below. You can run the same check on Job Openings data by counting postings by <code>first_seen_at<\/code> over 30 days against the trailing 12-month monthly average, overall, by job category, or by location.<\/p>\n\n\n\n<div style=\"overflow-x:auto;\">\n<table>\n  <thead><tr style=\"background:#76508e;color:#ffffff;\"><th>Company<\/th><th>Industry<\/th><th>Size<\/th><th>Signal scope<\/th><th>New postings, last 30 days<\/th><th>vs. own 12-month monthly average<\/th><\/tr><\/thead>\n  <tbody>\n    <tr><td>Ym Automation<\/td><td>Automation Machinery Manufacturing<\/td><td>1<\/td><td>Company-wide<\/td><td>4<\/td><td>10x<\/td><\/tr>\n    <tr style=\"background:#f3ecf8;\"><td>Pittsburgh Airport Area Chamber of Commerce<\/td><td>Non-profit Organizations<\/td><td>2-10<\/td><td>Company-wide<\/td><td>13<\/td><td>3.3x<\/td><\/tr>\n    <tr><td>PDR-Team<\/td><td>Automotive<\/td><td>11-50<\/td><td>Company-wide<\/td><td>16<\/td><td>13.3x<\/td><\/tr>\n    <tr style=\"background:#f3ecf8;\"><td>Koppom Maskin AB<\/td><td>Wholesale Motor Vehicles and Parts<\/td><td>11-50<\/td><td>Company-wide + department<\/td><td>9<\/td><td>12.9x<\/td><\/tr>\n    <tr><td>Savoy Medical<\/td><td>Hospitals and Health Care<\/td><td>201-500<\/td><td>Company-wide + department<\/td><td>13<\/td><td>7.6x<\/td><\/tr>\n    <tr style=\"background:#f3ecf8;\"><td>UNC Rockingham<\/td><td>Hospitals and Health Care<\/td><td>501-1,000<\/td><td>Four departments<\/td><td>32<\/td><td>4.7x<\/td><\/tr>\n    <tr><td>Gosuncn Group<\/td><td>IT Services and IT Consulting<\/td><td>1,001-5,000<\/td><td>Company-wide + two departments<\/td><td>11<\/td><td>6.9x<\/td><\/tr>\n    <tr style=\"background:#f3ecf8;\"><td>PNS, a.s.<\/td><td>Transportation, Logistics, Supply Chain and Storage<\/td><td>5,001-10,000<\/td><td>Department<\/td><td>14<\/td><td>3.2x<\/td><\/tr>\n    <tr><td>F\u00f6rsvarsmakten (Swedish Armed Forces)<\/td><td>Armed Forces<\/td><td>10,001+<\/td><td>Location<\/td><td>3<\/td><td>10x<\/td><\/tr>\n    <tr style=\"background:#f3ecf8;\"><td>SICK AG<\/td><td>Automation Machinery Manufacturing<\/td><td>10,001+<\/td><td>Department<\/td><td>3<\/td><td>15x<\/td><\/tr>\n  <\/tbody>\n<\/table>\n<\/div>\n\n\n\n<p class=\"wp-block-paragraph\">For department- and location-level signals, the posting count covers that scope only, not the whole company. Source: PredictLeads proprietary company and job-opening data.<\/p>\n\n\n\n<h2 id=\"h-how-the-job-function-mix-changes-as-companies-scale\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_the_Job-Function_Mix_Changes_as_Companies_Scale\"><\/span>How the Job-Function Mix Changes as Companies Scale<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">The job-function mix shifts in a consistent direction as companies grow: the smallest companies lead with software, design, and marketing roles, and the largest with healthcare, operations, and frontline roles.<\/p>\n\n\n\n<figure class=\"wp-block-table\"><table class=\"has-fixed-layout\"><thead><tr><th>Company size<\/th><th>Top four job categories by active openings<\/th><\/tr><\/thead><tbody><tr><td>1 employee (sample of 153 openings)<\/td><td>Software Development, Design, Marketing, Information Technology<\/td><\/tr><tr><td>51-200 (sample of 6,078 openings)<\/td><td>Engineering, Manual Work, Information Technology, Operations<\/td><\/tr><tr><td>201-500<\/td><td>Manual Work, Healthcare Services, Operations, Engineering<\/td><\/tr><tr><td>1,001-5,000<\/td><td>Healthcare Services, Operations, Manual Work, Sales<\/td><\/tr><tr><td>5,001-10,000<\/td><td>Healthcare Services, Operations, Manual Work, Management<\/td><\/tr><tr><td>10,001+<\/td><td>Healthcare Services, Operations, Management, Sales<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n<p class=\"wp-block-paragraph\">The single-employee row rests on a small base (153 sampled openings from 29 hiring companies), so read it as a pattern rather than a precise mix. From 201 employees up, Healthcare Services, Operations, and Manual Work hold the top three spots at 201-500, 1,001-5,000, and 5,001-10,000 employees, and Management edges out Manual Work at 10,001+. Healthcare Services alone accounts for 342,075 active openings at 1,001-5,000 employees.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">That is consistent with a large-employer population weighted toward health systems, logistics and retail operators, and multi-site service businesses, whose high-turnover roles generate far more postings than a software company of the same size. So &#8220;10,001+ employees, 400 open roles&#8221; says little about engineering or GTM headcount until you check the categories. Every PredictLeads job opening carries job <code>categories<\/code> and an O*NET code in <code>onet_data<\/code>, which turns that check into a filter. Our <a href=\"https:\/\/predictleads.com\/blog\/industries-accelerating-hiring-momentum\/\">hiring momentum tracker<\/a> shows which industries are adding roles fastest.<\/p>\n\n\n\n<h2 id=\"h-what-changed-from-september-to-october-2026\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_Changed_From_September_to_October_2026\"><\/span>What Changed From September to October 2026<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Every band from 201 employees up saw fewer new postings in October than in September, with declines from 1.3% (501-1,000) to 7.8% (5,001-10,000). Breadth held up better than volume: at 10,001+, the number of companies posting new roles fell 2.0% against a 4.2% drop in postings, and at 201-500 it rose 1.4% while postings fell 2.7%. One month is a short window and these figures are not seasonally adjusted, so read them as a pulse rather than a trend. Separating breadth from volume is the same discipline behind our <a href=\"https:\/\/predictleads.com\/blog\/sales-hiring-statistics\/\">US Sales Hiring Index<\/a>. In the smallest bands, posting volume swung far more, for the reason covered next.<\/p>\n\n\n\n<h2 id=\"h-a-data-quality-finding-misclassified-companies-in-the-smallest-bands\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"A_Data-Quality_Finding_Misclassified_Companies_in_the_Smallest_Bands\"><\/span>A Data-Quality Finding: Misclassified Companies in the Smallest Bands<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">In the three smallest size bands, a few companies whose declared LinkedIn headcount is almost certainly stale or mismatched post a hugely disproportionate share of all openings. We are naming the pattern directly rather than smoothing it out.<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>2-10 employees:<\/strong> one company with 10 members listed on LinkedIn accounted for 3,613 of the 7,972 active openings in that band&#8217;s sample, 45.3% on its own. Its pattern is consistent with a franchise-style or independent-contractor recruiting operation, not an ordinary small employer.<\/li>\n\n\n\n<li><strong>11-50 employees:<\/strong> one company accounted for 1,421 of 6,057 sampled openings, or 23.5%.<\/li>\n\n\n\n<li><strong>51-200 employees:<\/strong> a related issue. A wellness-franchise corporate page listed 51-200 employees alongside 6,893 LinkedIn-associated members, a sign that a franchise headquarters&#8217; page can understate the scale of its network.<\/li>\n<\/ul>\n\n\n\n<p class=\"wp-block-paragraph\">Together, the 10 biggest employers hold 80.2% of sampled openings in the 2-10 band and 43.1% in the 11-50 band, against 4.0% at 201-500. We did not strip these companies out, because there is no clean, defensible rule for doing so yet. That is why the smallest bands lead with medians and percentiles: a percentile does not move when one company posts thousands of roles, while totals and averages do. The 2-10 band&#8217;s mean is 15.94 openings per hiring company; its median is 2.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">For your own scoring, a &#8220;2-10 employee&#8221; account with hundreds of active openings is a classification problem first and a hot lead second, so check it against the parent and subsidiary relationships in the Companies dataset before you route it.<\/p>\n\n\n\n<h2 id=\"h-methodology-coverage-and-limitations\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Methodology_Coverage_and_Limitations\"><\/span>Methodology, Coverage, and Limitations<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 id=\"h-what-the-benchmark-measures\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_the_Benchmark_Measures\"><\/span>What the Benchmark Measures<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">This benchmark measures how many active openings companies in each employee-size band carry at one point in time, and what share of them have any. Official statistics answer different questions: the <a href=\"https:\/\/www.bls.gov\/jlt\/sizeclassmethodology.htm\" rel=\"nofollow\">BLS JOLTS size-class estimates<\/a> cover US private-sector openings by establishment size, not firm size, and <a href=\"https:\/\/www.oecd.org\/en\/data\/indicators\/enterprises-by-business-size.html\" rel=\"nofollow\">OECD enterprise-size indicators<\/a> count micro, small, medium, and large enterprises without showing which are hiring. This benchmark is company-level and global: 29.4% of eligible companies are US-headquartered, 18.7% carry no headquarters country, and 51.9% are headquartered elsewhere.<\/p>\n\n\n\n<h3 id=\"h-source-population-and-sample\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Source_Population_and_Sample\"><\/span>Source, Population, and Sample<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Source:<\/strong> PredictLeads proprietary company and job-opening data.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Eligible companies carry a known LinkedIn-derived employee-size band, belong to a website category PredictLeads extracts job openings from (job boards, news outlets, and similar non-employer sites are excluded), and are not classified in a staffing, recruiting, HR-services, executive-search, or temporary-help industry, so volume reflects direct employers rather than agencies. That leaves 17,678,037 eligible companies worldwide, out of 18,029,108 with a known size band. Most of the 120M+ companies PredictLeads tracks do not yet carry a size band, which is the largest coverage gap in this benchmark.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">We directly analyzed 922,188 of those companies. The five largest bands (201-500 through 10,001+, 838,332 companies) were measured in full. The four smallest (1, 2-10, 11-50, and 51-200, holding 1.4M to 9.2M companies each) were too large for a full per-company join within our query-time budget, so we drew a reproducible 0.5% sample of 83,856 companies, 7,083 to 46,011 per band. Their hiring rates, percentiles, and function mix come directly from the sample; their hiring-company counts are scaled to the full band, roughly 200x, and are estimates.<\/p>\n\n\n\n<h3 id=\"h-definitions-and-time-windows\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Definitions_and_Time_Windows\"><\/span>Definitions and Time Windows<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\"><strong>Active openings<\/strong> are not marked closed and were re-confirmed by a crawl within the final five days of the snapshot window, October 26 to 30, 2026, closely mirroring the Job Openings API&#8217;s <code>active_only<\/code> filter. <strong>New postings<\/strong>, used only for the trend column, count each posting in the period it was first discovered: October 1 to 30 vs. September 1 to 30, 2026. One measures inventory and the other flow, so we never combine them.<\/p>\n\n\n\n<h3 id=\"h-what-we-checked-and-what-we-do-not-claim\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_We_Checked_and_What_We_Do_Not_Claim\"><\/span>What We Checked, and What We Do Not Claim<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Inventory vs. flow:<\/strong> we tested building active inventory from last-seen and closure dates against counting by first-discovery date, and kept the two as separate metrics.<\/li>\n\n\n\n<li><strong>Employer concentration:<\/strong> a handful of companies drive the three smallest bands (see the data-quality finding); from 201 employees up, the 10 largest employers hold only 4.0% to 8.3% of each band&#8217;s openings.<\/li>\n\n\n\n<li><strong>Banded headcount:<\/strong> band midpoints bias the per-100-employee ratio by construction, most of all in the open-ended 10,001+ band.<\/li>\n\n\n\n<li><strong>No causal or absence claims:<\/strong> hiring is an observable allocation signal, not proof of a purchase, financing event, or business outcome, and a company with no observed active opening is not proof that it is not hiring. The benchmark is one snapshot plus one month-over-month comparison, it is not seasonally adjusted, and it has no country-level breakouts.<\/li>\n<\/ul>\n\n\n\n<h2 id=\"h-how-predictleads-job-openings-data-powers-this-benchmark\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_PredictLeads_Job_Openings_Data_Powers_This_Benchmark\"><\/span>How PredictLeads Job Openings Data Powers This Benchmark<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">This benchmark runs on two datasets you can access directly: Job Openings for postings and Companies for size. PredictLeads Job Openings holds 279.2M+ postings since 2018 from 2.9M+ company websites, with 10.2M active openings at any time, sourced from company websites, career subpages, LinkedIn profiles, and ATS integrations and refreshed approximately every 36 hours. Each record carries <code>first_seen_at<\/code>, <code>last_seen_at<\/code>, <code>status<\/code>, job <code>categories<\/code>, an O*NET code in <code>onet_data<\/code>, <code>seniority<\/code>, and structured <code>location_data<\/code>. The Companies dataset covers 120M+ companies in 195 countries, with employee ranges and parent and subsidiary relationships.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">Hiring is strongest next to other signals. Financing Events (210,800+ since 2016) show whether a surge follows fresh capital, News Events (10M+ since 2016 across 37 categories, including <code>increases_headcount_by<\/code> and <code>opens_new_location<\/code>) can corroborate an expansion, and Technology Detections (2B+ since 2018, covering 240,000+ technologies) provide evidence of which tools a company uses or has recently used. See how teams <a href=\"https:\/\/predictleads.com\/blog\/company-signals-hiring-news-funding-technology\/\">combine hiring, news, funding, and technology signals<\/a>, or compare vendors with our guide to <a href=\"https:\/\/predictleads.com\/blog\/top-5-job-data-providers\/\">job posting and hiring intent data providers<\/a>.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\">PredictLeads delivers every dataset via API, flat files, webhooks, and MCP, collects only publicly available information, and is SOC 2 Type II certified and GDPR and CCPA compliant. Start with the <a href=\"https:\/\/docs.predictleads.com\">PredictLeads API documentation<\/a> or explore the <a href=\"https:\/\/predictleads.com\/job_listings\">Job Openings dataset<\/a>.<\/p>\n\n\n\n<h2 id=\"h-final-thoughts-on-open-roles-by-company-size\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Final_Thoughts_on_Open_Roles_by_Company_Size\"><\/span>Final Thoughts on Open Roles by Company Size<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">A raw open-role count only means something next to company size. Score each account against its band, check which functions the roles belong to, and compare the company with its own baseline before you act. Our <a href=\"https:\/\/predictleads.com\/blog\/remote-tech-job-statistics\/\">remote tech job statistics<\/a> apply the same size bands to workplace type. Market-wide numbers describe the landscape; the band-relative view tells you which accounts to call.<\/p>\n\n\n\n<h2 id=\"h-ready-to-see-this-in-your-own-data\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Ready_to_see_this_in_your_own_data\"><\/span>Ready to see this in your own data?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p class=\"wp-block-paragraph\">Get 100 free API requests per month &#8211; no credit card, no sales call.<\/p>\n\n\n\n<p class=\"wp-block-paragraph\"><a href=\"https:\/\/predictleads.com\/sign_up?utm_source=blog&amp;utm_medium=cta&amp;utm_campaign=open-roles-by-company-size\">Create your free PredictLeads account<\/a><\/p>\n\n\n\n<h2 id=\"h-frequently-asked-questions\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Frequently_Asked_Questions\"><\/span>Frequently Asked Questions<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<h3 id=\"h-how-many-open-roles-is-normal-for-a-company-in-2026\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_many_open_roles_is_normal_for_a_company_in_2026\"><\/span>How many open roles is normal for a company in 2026?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">It depends on company size. Among companies that are hiring, the median is 2 active openings at 1-50 employees, 4 at 51-200, 6 at 201-500, 10 at 501-1,000, 18 at 1,001-5,000, 34 at 5,001-10,000, and 58 at 10,001+. Simple averages run much higher because a few very large hirers pull them up; at 1,001-5,000 employees the mean is 52.23. These figures come from PredictLeads proprietary company and job-opening data, October 26 to 30, 2026.<\/p>\n\n\n\n<h3 id=\"h-is-10-open-roles-a-lot-for-a-company\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Is_10_open_roles_a_lot_for_a_company\"><\/span>Is 10 open roles a lot for a company?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">It depends on company size. Ten active openings is exceptional for a company with 2-10 or 11-50 employees, where the 90th percentile is 8. It is exactly the median at 501-1,000 employees and on the low side of typical at 10,001+. Compare against band thresholds rather than a flat cutoff; the <code>active_only<\/code> filter on the PredictLeads Job Openings API returns the active count you need.<\/p>\n\n\n\n<h3 id=\"h-what-percentage-of-companies-are-hiring-right-now\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"What_percentage_of_companies_are_hiring_right_now\"><\/span>What percentage of companies are hiring right now?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">In the October 26 to 30, 2026 snapshot, PredictLeads observed at least one active opening at about 3.5% of eligible companies, an estimated 616,000 of 17.68M. The share runs from 0.35% of single-employee companies to a peak of 29.01% at 1,001-5,000 employees, then 21.65% at 10,001+. A company with no observed opening is not proof that it is not hiring; it may post through a parent or subsidiary domain or through channels outside this snapshot&#8217;s coverage.<\/p>\n\n\n\n<h3 id=\"h-how-does-hiring-intensity-change-with-company-size\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_does_hiring_intensity_change_with_company_size\"><\/span>How does hiring intensity change with company size?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">It falls as companies grow. The median hiring company with 2-10 employees posts about 33 open roles per 100 employees at the band midpoint, compared with 3.2 at 51-200, 0.60 at 1,001-5,000, and 0.45 at 5,001-10,000. One role at a 6-person company is a large share of headcount; one role at a 3,000-person company is not. The ratios use band midpoints, so treat them as approximate, and because they are built on medians, outliers in the smallest bands do not distort them.<\/p>\n\n\n\n<h3 id=\"h-how-can-open-role-benchmarks-improve-lead-scoring\" class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_can_open-role_benchmarks_improve_lead_scoring\"><\/span>How can open-role benchmarks improve lead scoring?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p class=\"wp-block-paragraph\">They replace a flat open-role cutoff with a band-relative score. Score each account by where its active openings fall against its band&#8217;s median and 90th percentile, weight intensity relative to headcount, and add points for a shift in function mix or a surge against its own 12-month baseline. That way a 40-person company with 8 openings, exceptional for its band, outranks a 5,000-person company with 12, which is typical. PredictLeads Job Openings supplies the inputs through <code>active_only<\/code>, <code>categories<\/code>, and <code>first_seen_at<\/code>.<\/p>\n\n\n\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"BlogPosting\",\n  \"headline\": \"Open Roles by Company Size: How Many Is Normal in November 2026?\",\n  \"description\": \"Open roles by company size, November 2026: the median hiring company has 2 active openings at 2-10 employees and 58 at 10,001+. See thresholds for all 9 bands.\",\n  \"datePublished\": \"2026-11-03\",\n  \"dateModified\": \"2026-11-03\",\n  \"inLanguage\": \"en-US\",\n  \"author\": {\n    \"@type\": \"Organization\",\n    \"name\": \"PredictLeads\",\n    \"url\": \"https:\/\/predictleads.com\"\n  },\n  \"publisher\": {\n    \"@type\": \"Organization\",\n    \"name\": \"PredictLeads\",\n    \"url\": \"https:\/\/predictleads.com\"\n  },\n  \"url\": \"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/\",\n  \"mainEntityOfPage\": \"https:\/\/predictleads.com\/blog\/open-roles-by-company-size\/\",\n  \"articleSection\": \"Hiring Intent Data\",\n  \"wordCount\": 3300,\n  \"keywords\": [\n    \"open roles by company size\",\n    \"how many open jobs is normal\",\n    \"average open roles by company size\",\n    \"hiring by company size\",\n    \"company hiring benchmarks\",\n    \"jobs per company\",\n    \"account qualification data\",\n    \"sales intelligence hiring signals\",\n    \"lead scoring hiring signals\",\n    \"job openings data\",\n    \"PredictLeads\"\n  ]\n}\n<\/script>\n\n\n\n<script type=\"application\/ld+json\">\n{\n  \"@context\": \"https:\/\/schema.org\",\n  \"@type\": \"FAQPage\",\n  \"mainEntity\": [\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How many open roles is normal for a company in 2026?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"It depends on company size. Among companies that are hiring, the median is 2 active openings at 1-50 employees, 4 at 51-200, 6 at 201-500, 10 at 501-1,000, 18 at 1,001-5,000, 34 at 5,001-10,000, and 58 at 10,001+. Simple averages run much higher because a few very large hirers pull them up; at 1,001-5,000 employees the mean is 52.23. These figures come from PredictLeads proprietary company and job-opening data, October 26 to 30, 2026.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Is 10 open roles a lot for a company?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"It depends on company size. Ten active openings is exceptional for a company with 2-10 or 11-50 employees, where the 90th percentile is 8. It is exactly the median at 501-1,000 employees and on the low side of typical at 10,001+. Compare against band thresholds rather than a flat cutoff; the active_only filter on the PredictLeads Job Openings API returns the active count you need.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What percentage of companies are hiring right now?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"In the October 26 to 30, 2026 snapshot, PredictLeads observed at least one active opening at about 3.5% of eligible companies, an estimated 616,000 of 17.68M. The share runs from 0.35% of single-employee companies to a peak of 29.01% at 1,001-5,000 employees, then 21.65% at 10,001+. A company with no observed opening is not proof that it is not hiring; it may post through a parent or subsidiary domain or through channels outside this snapshot's coverage.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How does hiring intensity change with company size?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"It falls as companies grow. The median hiring company with 2-10 employees posts about 33 open roles per 100 employees at the band midpoint, compared with 3.2 at 51-200, 0.60 at 1,001-5,000, and 0.45 at 5,001-10,000. One role at a 6-person company is a large share of headcount; one role at a 3,000-person company is not. The ratios use band midpoints, so treat them as approximate, and because they are built on medians, outliers in the smallest bands do not distort them.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How can open-role benchmarks improve lead scoring?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"They replace a flat open-role cutoff with a band-relative score. Score each account by where its active openings fall against its band's median and 90th percentile, weight intensity relative to headcount, and add points for a shift in function mix or a surge against its own 12-month baseline. That way a 40-person company with 8 openings, exceptional for its band, outranks a 5,000-person company with 12, which is typical. PredictLeads Job Openings supplies the inputs through active_only, categories, and first_seen_at.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What is the average number of open roles by company size?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Averages are a misleading guide, so this benchmark leads with medians. At 1,001-5,000 employees, the mean is 52.23 active openings per hiring company against a median of 18, and at 10,001+ the mean is 243.94 against a median of 58. In the 2-10 band, one misclassified high-volume employer pushes the mean to 15.94 while the median stays at 2. The figures come from PredictLeads proprietary company and job-opening data, October 26 to 30, 2026.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Why is total job-posting volume an unreliable monthly trend signal for small companies?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Because a handful of atypical employers can swing a small band's total on their own. In the sampled 2-10 band, new postings fell 51.3% from September to October 2026, and in the 11-50 band they fell 42.6%, while the number of distinct companies posting moved only 5.1% and 1.0%. At the small end, breadth, meaning the count of companies hiring, is the more trustworthy trend read. Every PredictLeads job opening carries a first_seen_at timestamp, so you can track both measures for any segment.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"Does the open roles by company size benchmark cover only the US?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"No, it is global. About 29.4% of the 17.68M eligible companies are US-headquartered, 18.7% carry no headquarters country, and the remaining 51.9% are headquartered elsewhere. Country-level breakouts are not part of this release. The PredictLeads Companies dataset covers 120M+ companies in 195 countries, so the same method can be cut by market.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What counts as a company size band in this benchmark?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"A size band is one of nine LinkedIn-derived employee ranges: 1, 2-10, 11-50, 51-200, 201-500, 501-1,000, 1,001-5,000, 5,001-10,000, and 10,001+. The benchmark's eligible universe is 17,678,037 companies that carry one of these bands and are not staffing, recruiting, or HR-services firms. The PredictLeads discover\/companies endpoint accepts the same nine bands through its sizes filter, written without thousands separators, for example 1001-5000 or 10001+.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How many open roles is normal for a 200-person company?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"A 200-person company falls in the 51-200 band, where the median hiring company has 4 active openings. In this benchmark, 1-4 open roles is typical for that band, 5-14 is elevated, and 15 or more, the 90th percentile, is exceptional. PredictLeads observed an active opening at 10.91% of companies in the band in the October 26 to 30, 2026 snapshot. These figures come from a reproducible 0.5% sample of the band's 1,416,907 eligible companies.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"When does a company's hiring count as exceptional for its size?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"In this benchmark, hiring is exceptional when a company's active openings reach its band's 90th percentile, the top 10% of hiring companies in that band. That line is 8 openings at 2-50 employees, 15 at 51-200, 30 at 201-500, 55 at 501-1,000, 117 at 1,001-5,000, 253 at 5,001-10,000, and 591 at 10,001+. Counts between the median and the 90th percentile are elevated. The percentiles come from PredictLeads proprietary company and job-opening data, October 26 to 30, 2026.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How does the job-function mix change as companies grow?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Small companies lead with knowledge-work roles and large companies with operational ones. At single-employee companies, Software Development, Design, Marketing, and Information Technology lead a small sample of 153 openings. Healthcare Services, Operations, and Manual Work hold the top three spots at 201-500, 1,001-5,000, and 5,001-10,000 employees, and at 10,001+ Healthcare Services and Operations lead, followed by Management. Every PredictLeads job opening carries job categories and an O*NET code, so the split is a filter rather than a manual review.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"How do you spot a company hiring above its own baseline?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"Compare a company's newly observed postings over the last 30 days with its average monthly volume over the prior 12 months, company-wide, by department, or by location. The 10 companies flagged in this benchmark on October 30, 2026 ran at 3.2x to 15x their own baseline, including SICK AG at 15x in one department. A surge is a change in observable hiring allocation and may indicate expansion, but it is not proof of a contract or launch. PredictLeads Job Openings timestamps every posting with first_seen_at, which makes the baseline calculable.\"\n      }\n    },\n    {\n      \"@type\": \"Question\",\n      \"name\": \"What is an active job opening?\",\n      \"acceptedAnswer\": {\n        \"@type\": \"Answer\",\n        \"text\": \"In this benchmark, an active job opening is a posting that is not marked closed and was re-confirmed by a crawl within the last five days of the snapshot window, October 26 to 30, 2026. That closely mirrors the active_only filter in the PredictLeads Job Openings API, which returns openings that are not closed, were last seen within five days, and were found within the last year. 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In this open roles by company size 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