Help recruiters find professional profiles by role, seniority, location and company context, then review available contact fields before selection.
Contact Database for Recruiters | Build Focused Sourcing Lists
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Contact Database for Recruiters
FOR RECRUITERS
Find
professional profilesaround the roles, markets and companies relevant to a search.
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.
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Review responsible use
Audience: recruiting teamsUse case: role-focused sourcingFields: availability variesPricing: verify current creditsLimitation: no job-interest assumption
On this page
- Overview
- Filters
- Workflow
- Fields
- Use cases
- Boundaries
- Responsible use
- FAQs
- Related pages
01 / Overview
A sourcing workflow built around professional context.
Define the role, market and company profile, then review records rather than assuming a broad database equals a qualified candidate pool.
Role context
Use supported title, function and seniority criteria to focus the sourcing audience.
Company context
Use industry, location and company attributes to reflect the search environment.
02 / Filters
Translate a search brief into professional and company criteria.
Use only filters that are currently supported and avoid criteria that create unlawful or discriminatory outcomes.
Professional profile
- Job title and function
- Seniority or professional level
- Professional location
Company profile
- Industry and company type
- Company location
- Employee or revenue range
Review controls
- Business contact availability
- Existing-candidate exclusions
- Segment size and export owner
03 / Workflow
Use a review-first sourcing sequence.
A structured workflow reduces irrelevant outreach and helps recruiters explain how the audience was defined.
1. Define the role
Document the function, level, market and company context.
2. Build the audience
Apply supported professional and company filters.
3. Review profiles
Check relevance, company context and available fields.
4. Select records
Export only what the approved sourcing workflow requires.
04 / Field clarity
A contact field is not a statement of candidate intent.
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
Support focused, professional sourcing projects.
The audience should be connected to a real role or talent-research purpose.
Role mapping
Identify professionals working in relevant functions and company environments.
Market research
Estimate the size and distribution of a professional segment.
Priority sourcing
Create a short, reviewable list for a defined vacancy or talent project.
Agency recruiting
Keep client briefs, exclusions and exports separated and documented.
06 / Boundaries
Professional data does not equal a candidate decision.
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.
No job-search assumption
A professional record does not show that the person is open to work.
No suitability guarantee
A title or employer does not prove qualifications, performance or cultural fit.
No response guarantee
Contact availability does not guarantee a reply or application.
07 / Responsible use
Use professional contact data with relevance and respect.
Document the role-related purpose, limit access and honor applicable correction, opt-out and removal requests.
Relevant outreach
Explain why the role or opportunity is connected to the person's professional context.
Data minimization
Export only the records and fields needed for the specific search.
Secure retention
Remove stale or unnecessary sourcing files under the organization's policy.
Data MethodologyData CoverageResponsible UseData Removal
08 / Questions
FAQs for recruiters
Can recruiters search by role and location?
Use the job title, function, seniority, location and company filters that are currently supported by the product.
Does a professional record mean someone is actively job seeking?
No. A record or contact field does not indicate job-search status, interest or permission to contact.
Can recruiters use the data in an ATS?
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.
Are contact details guaranteed to be current?
No. Availability and status vary by record, source and date. Review the displayed context before use.
What should recruiters avoid?
Avoid irrelevant bulk outreach, sensitive inference, discriminatory filtering and any use that conflicts with applicable law, platform terms or professional standards.
Build a role-focused sourcing audience.
Define the professional and company context, review available fields and select only records relevant to the active search.
Start building for free →
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