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.
Hiring across your markets summarized by function, seniority and location, with the postings quoted.
Multi-role openers rise to the top of the list because volume is the demand signal that matters to you.
The person who owns the requisition and the head of talent found by title and verified before either counts.
Every email verified before a sequence sees it, with the risky split shown to the account owner.
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.
The functions, seniorities, locations and company sizes you place into, plus the accounts and candidates held out of prospecting.
Postings across your markets read daily and rolled up per company by function, seniority and location, ranked by volume and momentum.
Funding rounds, headcount trajectory and expansion news attached, so the accounts about to hire in volume rise above the ones with a single role.
The hiring manager and the head of talent resolved by title and department, emails and phones found through licensed sources and verified.
Deduplicated against the CRM and the ATS export, current clients and candidates suppressed, departures caught from job-change signals.
The list in the CRM as an approval batch with the postings attached, or a call sheet in Sheets sorted by role count.
Every company that opened three or more roles in your function this month, the hiring manager and head of talent verified, pushed to the CRM with the postings attached.
Companies in your markets that raised in the last sixty days, the head of talent identified and verified, the alert to the account owner the same day with the round quoted.
Placed candidates and client contacts watched for job changes; each move arrives with the new company enriched and a note drafted, because a contact who moves is a new client.
The client and prospect list deduplicated against the CRM and the ATS export, emails verified, departures flagged, delivered as one reviewable batch with who moved where.
| By hand | With AstroFabric | |
|---|---|---|
| Lead source | The same job board everyone reads | Hiring rolled up per company, ranked by momentum, daily |
| The contact | A guessed hiring manager | Requisition owner and head of talent, verified |
| Priority | Whichever posting was newest | Multi-role openers and funded companies first |
| Client data | ATS and CRM disagree | Deduplicated, verified, departures flagged |
| Suppression | A recruiter’s memory | Clients and candidates held out by construction |
| Delivery | A spreadsheet per recruiter | A CRM batch with the postings attached |
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.
Yes. Postings are summarized per company by function, seniority and location, so a list can be limited to senior engineering roles in two cities or finance roles at companies above a headcount. Each row carries the matching postings and their dates for the recruiter to quote.
Current clients, active candidates and do-not-contact records are held out as suppression before any list is built and checked again before any sequence load. Suppression is workspace-wide and permanent, so a company that becomes a client drops out of every future prospecting run.
Client and contact lists can be exported from the ATS and uploaded as a CSV or sheet, cleaned, deduplicated and verified, and returned the same way. CRM-side delivery goes into HubSpot, Pipedrive or Zoho CRM through connected accounts, and the REST API covers anything custom.
Plans start at $65 per month with credits included, metered by usage under a ceiling you set. A verified hiring manager costs a few credits, hiring and funding signals a few credits per company, and exports and deduplication are free, so a desk pays for the accounts it actually works.
This week’s hiring, the manager verified, in your CRM by Monday.