Recruiting and candidate sourcing

The problem

Good candidates rarely answer a platform message. You can find the right people by title and company, but the profile gives you no way to reach them off the platform. Per-seat credit limits cap how many you can even pull, and by the time you get a phone number the best candidates are already in another pipeline.

So sourcing splits into two jobs that usually live in two different tools: building a clean, role-targeted list, and finding a way to actually contact each person on it. ScraperCity does both in one pass, off one export.

A worked example: source a role, then contact it

Say you need senior backend engineers at ten target companies, with a way to reach each one outside the platform. Here is the full path, tool by tool.

1. 1

   Filter the search by title and seniority

   In Apollo, set the title to backend engineer and the seniority to Senior, and add your ten companies. Title and seniority are the two most-used filters on the platform, and this is exactly the targeting they were built for.

2. 2

   Run the Apollo Scraper on that search URL

   One run exports every matching profile to CSV, with name, title, company, and location, and no per-seat credit ceiling on the count. The Apollo Scraper is $0.0039 per lead.

3. 3

   Attach a mobile and an email to each row

   Feed the export to Mobile Finder ($0.25 per number found (FREE if not found)) for a direct number and Email Finder ($0.05 per email found (FREE if not found)) for a verified email. Both charge only on a hit, so rows with no match cost nothing. Where a name is all you have, People Finder fills in public-record detail.

4. 4

   Validate the emails before you send

   Run the email column through the Email Validator ($0.0072 per email) so dead addresses drop out before they hit your sequence. Now every row is a candidate you can text or email the same day.

What we see role-based sourcing do that works

Every candidate list on ScraperCity is built through our platform, so we can see how the teams that source by role actually run it.

• They target by title and seniority together, not title alone, so a list comes back already scoped to the level you want rather than everyone who ever held the title.
• Director, VP, and Manager are the levels they pull most, well ahead of every other tier.
• They take the full result set in one run rather than spending per-seat credits, so a large search is routine.
• Then they make each row reachable off-platform, pairing the mobile lookup with the Email Validator so every candidate has a second channel.