Path
Who at the matched companies you actually want to reach.
Path is who inside each account becomes a Lead. Fit decides the company; Path decides the person.
Fields
| Field | What it is |
|---|---|
| Roles | Free-text job titles you want to reach ("VP of Sales", "RevOps Manager"). |
| Seniority | Optional. LinkedIn seniority levels — CXO, VP, Director, Manager, IC. |
| Replaces roles | Free-text titles whose recent hire is a buying trigger. Drives the hiring signal. |
Roles — write real titles
Roles are text-matched against LinkedIn job titles. Write the strings people actually have on their profile.
Good: "VP of Sales", "Head of Growth", "RevOps Manager", "SDR Lead"
Bad: "decision maker", "buyer", "stakeholder"
List the two or three titles that own the budget for what you sell. More isn't better — it dilutes scoring.
Seniority
Optional filter on top of roles. Useful when a title can mean different things at different company sizes ("Manager" at a 50-person SaaS is not the same as "Manager" at a 5,000-person enterprise).
If left empty, roles match across all seniorities.
Replaces roles — the hiring signal
This is a separate concept from the roles you want to reach. Put here the roles your product replaces or scales.
If you sell to Heads of Sales:
- Roles = "Head of Sales", "VP Sales"
- Replaces roles = "SDR", "Sales Operations Manager" — because a company opening 3 SDR reqs is a company with a buying need for sales tooling.
A common mistake: copying your Roles list into Replaces roles. That defeats the hiring signal — it hides who you sell to behind hiring noise. Keep them separate.
Committee depth
How many leads CatchIntent pulls per account. Derived from your tier:
| Tier | Committee depth |
|---|---|
| Trial | 1–2 |
| Growth | 2–3 |
| Scale | 3–5 |
| Enterprise | Custom |
Not user-editable in v1. The system tries to surface the strongest matches first within that depth.