Help recruiters find professional profiles by role, seniority, location and company context, then review available contact fields before selection.
FOR RECRUITERS
A contact database for recruiters supports professional research by role, seniority, location and company context. Recruiters can define a focused sourcing audience, review available business contact fields and select relevant records for an authorized workflow. A listed profile does not indicate job-search status, suitability, consent, availability or interest in an opportunity.
Start building for free → Review responsible use Audience: recruiting teamsUse case: role-focused sourcingFields: availability variesPricing: verify current creditsLimitation: no job-interest assumptionOn this page
01 / Overview
Define the role, market and company profile, then review records rather than assuming a broad database equals a qualified candidate pool.
Use supported title, function and seniority criteria to focus the sourcing audience.
Use industry, location and company attributes to reflect the search environment.
02 / Filters
Use only filters that are currently supported and avoid criteria that create unlawful or discriminatory outcomes.
03 / Workflow
A structured workflow reduces irrelevant outreach and helps recruiters explain how the audience was defined.
Document the function, level, market and company context.
Apply supported professional and company filters.
Check relevance, company context and available fields.
Export only what the approved sourcing workflow requires.
04 / Field clarity
Professional context and business contact availability can support research, but they do not indicate interest in changing jobs.
| Field | Useful for | Do not infer |
|---|---|---|
| Job title and function | Assessing role relevance | Skill depth, performance or interest. |
| Seniority | Matching the intended level | Compensation expectations or authority in every company. |
| Company and industry | Understanding professional context | A desire to leave the current employer. |
| Business email or phone where available | Supporting appropriate professional contact | Consent, availability or response. |
| Last reviewed or status | Understanding data context | Permanent accuracy. |
05 / Use cases
The audience should be connected to a real role or talent-research purpose.
Identify professionals working in relevant functions and company environments.
Estimate the size and distribution of a professional segment.
Create a short, reviewable list for a defined vacancy or talent project.
Keep client briefs, exclusions and exports separated and documented.
06 / Boundaries
Recruiting outcomes depend on fit, timing, communication, compensation, opportunity and individual choice.
Important: Avoid using sensitive characteristics or proxies to screen or target people in ways that may be discriminatory or unlawful.A professional record does not show that the person is open to work.
A title or employer does not prove qualifications, performance or cultural fit.
Contact availability does not guarantee a reply or application.
07 / Responsible use
Document the role-related purpose, limit access and honor applicable correction, opt-out and removal requests.
Explain why the role or opportunity is connected to the person's professional context.
Export only the records and fields needed for the specific search.
Remove stale or unnecessary sourcing files under the organization's policy.
Data MethodologyData CoverageResponsible UseData Removal08 / Questions
Use the job title, function, seniority, location and company filters that are currently supported by the product.
No. A record or contact field does not indicate job-search status, interest or permission to contact.
Exports can be prepared for an authorized workflow, but any ATS integration or direct sync should be claimed only if it is confirmed in the live product.
No. Availability and status vary by record, source and date. Review the displayed context before use.
Avoid irrelevant bulk outreach, sensitive inference, discriminatory filtering and any use that conflicts with applicable law, platform terms or professional standards.
Define the professional and company context, review available fields and select only records relevant to the active search.
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