Every company opening the roles you fill is a client in motion. Agents read hiring across your markets, find the hiring manager and the head of talent, verify the contact, and keep the candidate-side and client-side lists clean and current.
Every recruiter reads the same postings and calls the same companies. The firms that win are the ones who see the posting first and know who to call.
The posting names a team. Finding the person who owns the requisition and a working email is a day of tabs per account.
Contacts change roles, companies get acquired, the ATS and the CRM disagree. The next outreach lands on someone who left in March.
Companies opening the roles you fill, by function, seniority and location, ranked by volume and momentum, with the postings quoted.
Hiring managers and heads of talent resolved by title and department at each company, with emails and phones verified.
Funding rounds, headcount trajectory and expansion news read per company, so the accounts about to hire in volume rise to the top.
The client and prospect list deduplicated against the CRM, contacts verified, departures caught, and company data refreshed on a schedule.
Every company that opened three or more roles in your function this month, the hiring manager verified, pushed to the CRM with the postings attached.
Companies in your markets that just raised, the head of talent identified, the alert to the account owner the same day.
Client contacts verified, job changes flagged, duplicates merged, and the list of who moved where delivered as a batch to review.
Three of a hundred. The full playbook library ships in every workspace, and anything you can describe becomes a mission.
Every email is verified before a sequence sees it, and the risky split is shown, so the firm’s sender domain stays an asset.
New accounts and contacts land in the CRM as approval batches; the account owner decides, the agent executes.
Current clients, candidates and do-not-contact records are held out of every prospecting list by construction.
Postings are read on a standing cadence, daily during a watch, and each company’s hiring is summarized by function, seniority and location with the postings quoted. The list ranks by volume and momentum, so the account that opened five roles this week sits above the one that has had one open since spring.
The people search resolves titles and departments at each company and the mission is told which role owns the requisition in your market: the engineering manager, the head of talent, the CFO. Both are returned when useful, with emails and phones verified before either counts.
The platform is built for company and business-contact data: the client side of your business. It finds and verifies the people who hire, keeps client lists clean and reads growth signals. Candidate sourcing stays in your ATS and the tools built for it.
This week’s hiring, the manager verified, in your CRM by Monday.