Recruiting and talent sourcing API

Sourcing candidates

profile-search accepts the filters a recruiter actually uses: title, currentCompany, pastCompany, school, industryId and geoId. Several accept comma-separated lists that combine with OR inside the filter and AND across filters, so title=SRE,Site Reliability Engineer with geoId for Berlin reads exactly the way you would say it out loud.

Past company is the underrated one. People who have worked at a company whose stack matches yours need less convincing about the technology and less onboarding. Searching pastCompany rather than currentCompany also surfaces people who are not obviously on the market, which is the whole point of sourcing.

Reading the market before you write the brief

job-search costs $0.0100 a request, the cheapest thing here, and it answers questions a hiring manager will otherwise guess at. How many companies in this city are hiring this role right now? What salary bands are being advertised? Are competitors hiring the same profile, and how long have those posts been open?

Filter with employmentType, workplaceType, salary and geoId, sort by recency, and store the results. Job posts disappear when they are filled, so a weekly snapshot accumulates into a picture of the market that you cannot reconstruct later.

Building a shortlist without overspending

Search results carry enough to shortlist: name, headline, current position, location. Run the full profile call only on the people a recruiter will actually contact, where the work history, education, certifications and languages justify the $0.0640.

For a live requisition that typically means a few hundred search pages a month and a few dozen profile resolutions — under $20 at Starter rates, and about half that once a bigger top-up puts you on a discount tier. Compared with a seat-based sourcing tool, the arithmetic is usually not close.

Compliance is not optional here

Recruiting data is employment data, and that raises the bar. You must not use this API to build or enrich datasets used for unlawful discrimination, and you must not infer or filter on special-category attributes — health, religion, sexuality, trade union membership, political opinion — whether directly or by proxy.

Candidates can ask us to suppress their data from future responses without holding an account, and we will act on it. If you have already retrieved someone's data, your own privacy notice governs it and you owe them the same rights directly. The acceptable use policy is binding on every account.

Keeping a talent pool warm

Most sourcing effort is thrown away after a requisition closes. The candidates who were nearly right are still nearly right six months later, and often more available.

Re-check that pool on a rotation with the cheap short profile call. A candidate who has just changed employer is either freshly unavailable or, if the move was recent and lateral, unusually worth a conversation.