Top 10 Tools to Finding Candidate Emails (From Our Own Sourcing Community)

Imagine you find the perfect candidate for a role, qualifications are on point, the CV looks good, all of the must-have’s for the role have been checked off, but then you have to skip over them because you realize you are missing one tiny piece of information…

The infamous email address. 

You wouldn’t believe how often this happens!  When it comes to sourcing sometimes this dreaded email address is the last piece to a puzzle that you you find out you can’t finish.

Yes, some candidates have their email addresses publicly listed on one of their many online profiles.  Great!  They’re easy.  But what do you do for the ones that don’t?

We’ve reached out to our own community of veteran sourcers and put together this list of the best tools to help find a candidate’s email address.

Here is our top 10:

  1. Hiretual

Hiretual seemed the most popular in our community.

They offer a free plan but plans start at $89.  Best part is with the premium plan your unused credits roll over.

Hiretual is a powerful extension that also comes with an AI sourcing assistant.  You can submit your sourcing tasks and let the AI assistant do the sourcing for you.

2. Contact Out

Offers a 30 day trial where you get 50 free credits per day.

This company is great at finding personal emails and phone numbers.  This email finding tool triple verifies and has a 97% accuracy rating.  The company claims their extension can find a personal email for 65% of the Western World and is used by 30% of the Fortune 500.

3.  Nymeria

Plans start as little as $9/month with a limit of 1,000 emails.

This one is also a chrome extension that helps to find emails on LinkedIn.

4. Lusha 

With this one you get 5 free credits a month, plans start as low as $29/mo (when billed annually)

Lusha was another extension highly recommended by our sourcers.  It allows you to find personal emails (you know we love those!) For many candidates it also provides a phone number.

5. Hunter

100 free credits a month.  Paid plans start at $39/mo when billed annually.

This was another popular tool to find email address.  Hunter offers an email finder, domain search and email verification (95% of verified emails are deliverable).

6.  Rocketreach

Free plans start with 5 credits per month.  Paid plans start at $49 a month.

Rocketreach has a database of over 250 million professionals across 6 million companies. You can use it to find personal and work emails, phone numbers, and full profile information from 50+ sites in a single search.

7.  SellHack

First 10 credits free. Plans start at $19/month

A web extension designed for sales teams, this tool lets you build prospect, find emails and build lead lists. Features include a 12 step email verification engine that finds the best email address for someone in real time.

8. Prophet

Prophet is another useful chrome extension to find email addresses, social profiles and phone numbers. It doesn’t seem to work with LinkedIn, but works great on other sites.

9.  Advanced Twitter Search

This is less of a tool and more of a trick to find emails addresses. People get asked for their email address on Twitter all the time, advanced search helps you find the last time a prospect responded to this request.

Search for the terms (at) and (dot) in the “All these words” section of advanced search, and enter the Twitter handle of the candidate you’re interested in under the “From these accounts” section. (Don’t use the word email, you’ll just end up with a list of tweets on the topic of email).

10.  Google

Yes!  Good old Google.  You go to Google for everything else, why not to find email addresses.

Here are some search strings you can use:

  • [name] + email (or) email address
  • [name] + contact (or) contact information (or) contact me
  • + [name] + email
  • + [name] + contact

Do you have any other favorites that you use that didn’t make our list?  Let us know!

Are You Ready for GDPR? A Step-by-step Guide for Recruitment Agencies

The European General Data Protection Regulation (GDPR) will affect businesses of all sizes from 2018, no matter where in the world they are located. With an effective date of May 25th (put it in your diary!), recruitment agencies are gearing up for stricter regulations, tougher fines and the mammoth task of auditing their current candidate data to ensure it’s GDPR compliant.

Are you prepared for the changes?

If not, don’t worry. Our handy GDPR guide explains the key details you need to know and contains a step-by-step guide for managing the rollout.

What Is GDPR?

The General Data Protection Regulation, or GDPR, is a ramped-up piece of data protection legislation originating from the European Union. It impacts any company, anywhere, that retains EU customer data, including small recruitment agencies with fewer than 250 employees.

The legislation is built around two key principles: giving the public more control over their personal data and standardizing regulations for data processing so far as it relates to EU citizens. The purpose is to ensure that everyone has the right to actively consent to use of personal data, the right to be forgotten, and the right to seek compensation should they suffer a data breach.

Failure to comply will result in massive fines of up to €20 million or 4 percent of annual turnover, whichever is higher. There’s no excuse for ignoring the changes. The regulators clearly mean business!

Seven-Step Checklist for Recruitment Agencies

Here are the seven steps you should be taking to prepare for the GDPR. Be aware that the legislation does not just affect your talent pool. Rather, it applies to all the data you are holding and using, whether it belongs to candidates, past and present employees, partners or suppliers.

1. Check and Refresh Your Current Processes

GDPR requires that you have clear processes in place to detect, investigate and report data breaches, and to locate, monitor and edit data. How would you react if a candidate asked to have her personal data deleted for example? Providing an easy-access online portal where candidates can edit their personal data and manage subscription details and job alerts should now be considered basic practice.

2. Audit Your Data

It’s important to understand what personal data you hold, where it came from and who you share it with. So, take a look at your website registrations, databases, spreadsheets, shared folders, event lists, timesheets and all the other places where you process information. Moving forward, you’ll be expected to maintain records of the various touch points.

3. Update Your Privacy Policy

Update your current privacy notice to include the information you have to tell people under the GDPR. Typically, this will include:

  • What data you’re storing
  • Why you’re storing that data
  • How you’ll be using it
  • The categories of recipients you may be sending the data to (employer, supplier, etc.)
  • How long you’ll be storing the data for. Best practice suggests that you should not retain candidate data for longer than two years with a re-opt in.
  • How candidates can withdraw consent (and make it easy for them to do so)

The UK Information Commissioner’s Office has issued guidelines for drafting clear, easy-to-understand privacy notices which you might find useful. Transparency is key, and regulators are likely to clamp down hard on companies that seek to hide data-protection information in the small print.

4. Rewrite Your Candidate Agreement

Under GDPR, you must get explicit consent to storing a candidate’s personal data — no more pre-ticked boxes on your website sign-up. You have 30 days from the point of storing the data to get consent, and current EU guidance recommends that consent requests be kept separate from other terms and conditions. In practice, this means rewriting your website candidate agreement to include a very clear, specific statement of consent and a positive opt-in.

5. Re-paper Your Current Candidates

Reach out to everyone on your database, confirming they’re still happy to be on file. Point candidates towards your new candidate agreement and have them re-opt in to confirm consent. A central tenet of the GDPR is not holding onto data longer than is necessary, so use the legislation as an opportunity to monitor “dead” data. Your recruitment software should highlight which candidates are active and which are inactive so you can plan to refresh or delete data accordingly.

6. Update Your Internal Policy Documents

GDPR requires that every staff member understands and plays their part in data protection, so update your internal policy documents and train your employees in data protection and the process for managing data-access requests. Build processes to pick up any data breaches and report these to the person responsible for compliance. Just one slip-up from a team member could seriously cost your agency, so ensure that everyone understands that they’re accountable.

7. Delegate Data Responsibility

If required, appoint a data protection officer (DPO) to ensure the agency complies with GDPR and be the contact for any data-protection queries. Not all recruitment agencies will need one, but given the consequences of GDPR violation, it’s wise to have someone accountable for your team’s compliance.

Sounds Complicated – Why Should I Care?

No doubt GDPR compliance can be overwhelming, but handled properly, it ultimately could benefit our business. No one likes having their data stolen, lost or shared without proper consent. By proving that your agency is compliant with the new laws, you could earn your candidates’ trust, enhance your reputation, and be the agency that respects personal data and better secures candidates against the future pain of data breaches.



Beginners Guide to Sourcing for Visage


This beginner’s guide to sourcing for Visage will show you the ins and outs of how to become a freelance sourcer and how to get paid for using your recruiting skills.

How Does Visage Work?

The Visage process is simple by design. After completing your initial user profile, you will have access to a variety of jobs. You can search through the available jobs and select the one that best suits your recruiting skill and network of talent. Then, you can start uploading qualified candidate profiles and start earning money.

How Will You Be Paid as a Sourcer?

The good news is that you receive payment whether your candidate is selected for the job or not. That’s right! Visage will pay you for every prospective candidate that is validated and approved by the Visage experts.

As soon as you submit a candidate, your unique Visage Sourcer ID number is attached to the candidate and listed on your personal dashboard. Once the candidate review process is complete, you will see a thumbs up, meaning your candidate is approved, or a thumbs down, signifying that the candidate has been disqualified. You will also see the reason why.

Each sourcer is paid weekly through the online payment platform Payoneer for every candidate who has completed the review process and been approved.

Who Can Source for Visage?

Visage allows both experienced and novice recruiters. The only qualification is that you must be able to submit complete profiles for top talent candidates, whose skills match the employer’s criteria. It is important, however, to realize that Visage is not a job board prototype, nor does it offer online recruitment tools.

As a freelance recruiter, you are responsible for obtaining and developing your own recruitment tools and strategies. If you are an experienced recruiter or you have an extensive network of qualified candidates, then you will be an ideal sourcer for Visage.

How Many Referrals Can a Recruiter Make?

There is really no limit to how many candidates a recruiter can submit when working with Visage. You are, however, limited to uploading 100 candidate profiles at a time. Once you reach your 100 profile limit, you must wait until these candidates have passed through the review process before you can upload more candidates.

Are you ready to put your recruiting skills to work and earn money by working at home?

Then contact Visage today and start connecting top talent with the employers that need them.