In a 2019 survey, ** percent of talent acquisition professionals mentioned that data is useful to improve outreach when recruiting. Email is the main outreach channel for recruiters to reach out to candidates.

Comprehensive dataset containing 339 verified Recruiter businesses in Washington, United States with complete contact information, ratings, reviews, and location data.

The Online Recruitment Sites industry has boomed since the 2000s as job searches have moved online and the internet has become an indispensable part of daily life. The internet has become the primary medium for communicating and accessing information, the main driving force behind this industry's rise. Job seekers and employers have increasingly turned to online recruitment sites to look for new openings and find new talent pools.The largest online recruitment sites have grown through organic innovation and by acquiring competitors targeting niche industries. Historically, incumbents held a competitive advantage in developing brand names, making it difficult for new sites to gain market share. Nonetheless, low barriers to entry have upended the industry as once-dominant platforms like Monster and CareerBuilder have lost relevance, and LinkedIn has become the overwhelming market-leader by leveraging technological innovation. Online job portals have become the primary tool for matching candidates to employers, with the pandemic only furthering the online shift as businesses embrace digital talent sourcing. In this environment, industry revenue is forecast to grow at a CAGR of 6.2% to $18.8 billion through 2025, including 6.4% in 2025 alone. Profitability has widened too, despite heavy ongoing investments in technology, with platforms relying on premium services to bring in recurring revenue streams.Driven by the rapid development of artificial intelligence and machine learning to automate resume screening, candidate sourcing and chat-based engagement, online recruitment sites will provide a broader range of services that go well beyond standard job posting services and resume collection. Predictive analytics will be central to the transformation of talent acquisition by replacing manual screening, helping recruiters compete more effectively with in-house hiring departments. Online recruitment sites will continue to evolve into professional networking platforms, becoming comprehensive career ecosystems. With a steady labor market poised to see growth in key sectors like healthcare and technology, revenue across online recruitment sites is forecast to grow at a CAGR of 5.6% to $24.8 billion through 2030.

Forager.ai's Global Job Postings Dataset stands unmatched! We meticulously track every public posting and capture all publicly available information for each record.

| Volume and Stats |

• 850M+ total records, constantly growing.
• 97M+ updates/month, the highest refresh rate in the industry.
• AI-driven data curation — we fuel the world's top sales and recruitment platforms with our robust data.
• Our delivery frequency is the industry's fastest, offering hourly updates.
• Delivery formats: JSONL, CSV.

| Datapoints |

• Key fields: Job Title, Normalized Job Title, Job Description, Company, Employment Type, Industries, Salary, Recruiter, Benefits, Company Address, Required Experience, Required Qualifications.
• Easily linkable to Forager's Company Dataset for deeper insights into company firmographics.

| Use Cases |

Sales Platforms, ABM Vendors, Intent Data Companies, AdTech and more: - Integrate our job postings data to provide your end-users with real-time insights into which companies are actively hiring. - Extract intent data based on future company departmental growth. - Advertising tech: Deliver targeted ads to potential candidates for recruiting clients, in combination with our people data.

Venture Capital and Private Equity: - Discover emerging startups that are beginning to hire. - Gain insights into high-growth startups' departmental growth plans. - Keep track of your portfolio companies' hiring strategies and job interest through job post lifecycle. - Empower your portfolio companies with competitor hiring practices insights. - Identify trending, high-demand industries with rapid hiring activities.

HR Tech, ATS Platforms, Recruitment Solutions, Executive Search Agencies: - Embed our job postings data into your platform to give your end-users unprecedented business opportunities. - Generate outreach signals for recruiters and business development teams using job postings open for over 60 days. - Identify new companies that could benefit from executive placement or headhunting services. - Match open roles for existing executive clients.

| Delivery Options | - Flat files via S3 or GCP - PostgreSQL Shared Database - PostgreSQL Managed Database - REST API - Other options available upon request, depending on the scale required.

Tags: Jobs Data, Job Postings, Workforce Intelligence, Economic Signals, Talent, Jobs Database, Hiring Data, Intent Data.

Number of Businesses statistics on the Employment & Recruiting Agencies industry in the US

PredictLeads Job Openings Data provides real-time hiring insights sourced directly from company websites, ensuring the highest level of accuracy and freshness. Unlike job boards that rely on aggregated listings, our dataset delivers unmatched granularity on job postings, salary trends, and workforce demand - making it a powerful tool for HR, talent acquisition, and market analysis.

Use Cases: ✅ Job Boards Enhancement – Improve job listings with, high-quality postings. ✅ HR Consulting – Analyze hiring trends to guide workforce planning strategies. ✅ Employment Analytics – Track job market shifts, salary benchmarks, and demand for skills. ✅ HR Operations – Optimize recruitment pipelines with direct employer-sourced data. ✅ Competitive Intelligence – Monitor hiring activities of competitors for strategic insights.

Key API Attributes:

• id (string, UUID) – Unique job posting identifier.
• title (string) – Job title as posted by the employer.
• description (string) – Full job description.
• url (string, URL) – Direct link to the job posting.
• first_seen_at (ISO 8601 date-time) – When the job was first detected.
• last_seen_at (ISO 8601 date-time) – When the job was last detected.
• contract_types (array of strings) – Employment type (e.g., full-time, contract).
• categories (array of strings) – Job categories (e.g., engineering, sales).
• seniority (string) – Job seniority level (e.g., manager, entry-level).
• salary_data (object) – Salary range, currency, and converted USD values.
• location_data (object) – City, country, and region details.
• tags (array of strings) – Extracted skills and keywords from job descriptions.

PredictLeads Docs: https://docs.predictleads.com/v3/guide/job_openings_dataset

Over the five years through 2024-25, Online Recruitment Site industry revenue is anticipated to increase at a compound annual rate of 4.1%. Online recruitment sites have become increasingly popular and a mainstream way to find a job. While site operators can't charge candidates, having more registered CVs and website visitors allows online recruitment companies to command a higher fee from businesses for their services. Sites have prioritised expanding ancillary services to attract more clients and ensure successful placements. Regarding employment trends, government, healthcare, education, IT and technology, and the hospitality and tourism markets have been the driving force for demand in recent years. The COVID-19 outbreak in 2020-21 was a challenging period as people were put off changing jobs due to the cloud of uncertainty and companies froze their hiring decisions. The job market rebounded as hiring surged in 2021-22 as the economy reopened and market confidence returned, with revenue for online sites ballooning by 42.5% to £846.5 million. The UK job market is continuing to cool in 2024 which will somewhat weigh on revenue in 2024-25. Demand for employees has softened but in some sectors is still strong. The number of vacancies as reported by the ONS has levelled at around 900,000, but is still above pre-pandemic levels. Revenue in 2024-25 is still set to grow by 5.4% to £938.9 million. Over the five years through 2029-30, industry revenue is expected to increase at a compound annual rate of 7.8% to reach £1.4 billion. The change of government leadership and evolving inflation management plan through interest rate cuts moving forwards will continue to weigh on demand. Nonetheless, opportunities for growth remain. Health and social care will remain key sectors in the short term, particularly as shortages plague the industry. Upskilling features and courses will be critical to success with a widening skills gap between what vacancies need and what candidates can offer. Advanced analytics, mobile-friendly platforms and social media will play increasingly important roles in the success of recruiters and applications. To reach and engage with a wider audience, social media and mobile will be important avenues to target prospective candidates.

Comprehensive dataset of 25 Recruiters in South Dakota, United States as of July, 2025. Includes verified contact information (email, phone), geocoded addresses, customer ratings, reviews, business categories, and operational details. Perfect for market research, lead generation, competitive analysis, and business intelligence. Download a complimentary sample to evaluate data quality and completeness.

Success.ai’s B2B Contact Data for Human Resources Professionals Worldwide empowers businesses to connect with HR leaders across the globe. With access to over 170 million verified professional profiles, this dataset includes critical contact information for key HR decision-makers in various industries. Whether you’re targeting HR directors, talent acquisition specialists, or employee relations managers, Success.ai ensures accurate and effective outreach.

Why Choose Success.ai’s HR Professionals Data?

1. Comprehensive Contact Information:
2. Access verified work emails, direct phone numbers, and LinkedIn profiles for HR leaders worldwide.

3. Data accuracy is backed by AI validation to ensure 99% reliability.

4. Global Reach Across HR Functions:

5. Includes profiles of HR directors, recruiters, payroll specialists, and training managers.

6. Covers regions such as North America, Europe, Asia-Pacific, South America, and the Middle East.

7. Continuously Updated Datasets:

8. Real-time updates provide the latest information about HR professionals in decision-making roles.

9. Ethical and Compliant:

10. Adheres to GDPR, CCPA, and other global privacy regulations for ethical use of data.

Data Highlights: - 170M+ Verified Professional Profiles: Includes HR professionals from diverse industries. - 50M Work Emails: Verified and AI-validated for seamless communication. - 30M Company Profiles: Rich insights to support detailed targeting. - 700M Global Professional Profiles: Enriched data for broad business objectives.

Key Features of the Dataset:

• HR Decision-Maker Profiles: Identify and connect with HR professionals at all levels, including C-suite HR leaders.
• Advanced Filters for Precision Targeting: Filter by industry, company size, location, and specific HR roles for precise results.
• AI-Driven Enrichment: Profiles enriched with actionable data for personalized engagement.

Strategic Use Cases:

1. Recruitment Solutions and HR Services:
2. Offer your HR technology, software, or services directly to decision-makers.

3. Build relationships with professionals managing recruitment, payroll, or employee engagement.

4. Corporate Training and Development:

5. Reach training managers to promote learning solutions, workshops, and skill-building programs.

6. Showcase personalized employee development initiatives.

7. Targeted Marketing Campaigns:

8. Design campaigns to promote HR-focused tools, resources, or consultancy services.

9. Leverage verified contact data for higher engagement and conversions.

10. HR Tech Solutions:

11. Present HR software, automation tools, or cloud solutions to relevant decision-makers.

12. Target professionals managing HR digital transformation.

Why Choose Success.ai?

1. Best Price Guarantee: Enjoy premium-quality datasets at competitive pricing.
2. Seamless Integration: Integrate data into your CRM using APIs or download datasets in preferred formats.
3. Data Accuracy with AI Validation: Confidence in 99% accuracy for all profiles included in the dataset.
4. Customizable and Scalable Solutions: Tailor data to your specific industry or HR role requirements.

APIs for Enhanced Functionality

1. Data Enrichment API: Enrich existing records with verified HR contact data.
2. Lead Generation API: Automate lead generation for HR-specific campaigns and initiatives.

Leverage B2B Contact Data for Human Resources Professionals Worldwide to connect with HR leaders and decision-makers in your target market. Success.ai offers verified work emails, phone numbers, and continuously updated profiles to ensure effective outreach and impactful communication.

With AI-validated accuracy and a Best Price Guarantee, Success.ai provides the ultimate solution for accessing and engaging global HR professionals. Contact us now to elevate your business strategy with precise and reliable data!

No one beats us on price. Period.

Find global HR professionals with Success.ai’s B2B Contact Data and Recruiting data. Includes verified emails, phone numbers, and continuously updated profiles. AI-validated for 99% accuracy. Best price guaranteed.

This statistic displays the top uses of data in talent acquisition in 2017 according to hiring decision makers worldwide. During the survey period, ** percent of respondents stated that data can be used to predict the success of a candidate.

The information in the dataset provides information on the MCG Recruitment and Selection Activities which includes the volume of applications received for each job vacancy, number of applicants hired, applicant statuses and the type of hires (Permanent, Temporary, Rehire) for the respective fiscal year. Update Frequency : Annually

Comprehensive dataset of 607 Recruiters in Ohio, United States as of July, 2025. Includes verified contact information (email, phone), geocoded addresses, customer ratings, reviews, business categories, and operational details. Perfect for market research, lead generation, competitive analysis, and business intelligence. Download a complimentary sample to evaluate data quality and completeness.

This statistic displays the greatest barriers to using data in talent acquisition in 2017 according to hiring decision makers worldwide. During the survey period, ** percent of respondents stated that the biggest barrier to using data is that they are not sure where to obtain it.

Recruiting Software Market Outlook

The global recruiting software market size was valued at approximately USD 2 billion in 2023 and is projected to reach around USD 4.8 billion by 2032, with a CAGR of 10.5% during the forecast period. The market growth is primarily driven by the increasing adoption of automated solutions in recruitment processes, which enhance efficiency and accuracy while reducing time and cost. As organizations strive to manage their recruitment processes more effectively, the demand for recruiting software is expected to rise significantly, fostering substantial market growth over the next decade.

One of the pivotal growth factors in the recruiting software market is the rising need for companies to streamline their recruitment processes. With the ongoing digital transformation across industries, organizations are increasingly reliant on technology to manage their recruitment needs. Recruiting software solutions offer a comprehensive approach to managing the talent acquisition process, from candidate sourcing and tracking to onboarding, thus enabling companies to maintain a competitive edge in attracting top talent. Furthermore, the integration of artificial intelligence and machine learning into recruiting software has allowed for more precise candidate matching, predictive analytics, and enhanced decision-making capabilities, which further fuels the market growth.

The growing emphasis on enhancing candidate experience is another significant driver of the recruiting software market. In today's competitive job market, providing an excellent candidate experience is crucial for organizations aiming to attract and retain top talent. Recruiting software offers features such as personalized communication, seamless application processes, and real-time updates, which help improve the overall experience for candidates. Additionally, the software provides valuable insights and analytics to recruiters, allowing them to better understand candidate behavior and preferences, ultimately leading to more successful recruitment outcomes. As businesses continue to prioritize candidate experience, the demand for recruiting software is expected to increase.

The increasing focus on data-driven decision-making is also contributing to the growth of the recruiting software market. In an age where data is king, organizations are keen to leverage data analytics to improve their recruitment strategies. Recruiting software enables data collection and analysis, offering actionable insights into various aspects of the recruitment process. This data-driven approach allows organizations to make informed decisions regarding candidate selection, hiring timelines, and recruitment strategies, ultimately optimizing their talent acquisition processes. As more organizations recognize the value of data-driven recruitment, the adoption of recruiting software is expected to grow.

Executive Recruiting has become an integral part of the recruiting software market, as organizations increasingly seek to fill leadership roles with the most qualified candidates. The complexity and high stakes associated with hiring executives necessitate specialized tools and strategies that go beyond traditional recruitment methods. Executive recruiting software solutions offer advanced features such as executive search capabilities, candidate relationship management, and detailed analytics to support the identification and engagement of top-tier talent. These solutions enable organizations to streamline their executive recruitment processes, ensuring that they attract and retain leaders who can drive strategic growth and innovation.

Regionally, North America currently dominates the recruiting software market, primarily due to the presence of a large number of key market players and the widespread adoption of advanced technologies in recruitment processes. The region's mature IT infrastructure and high adoption rates of cloud-based solutions further contribute to its leading position. However, the Asia Pacific region is anticipated to witness the fastest growth during the forecast period, driven by the rapid digitization of recruitment processes in emerging economies like India and China, coupled with the increasing focus on enhancing HR operations across various industries.

Component Analysis

The recruiting software market can be broadly segmented by component into software and services. The software segment, which includes applicant tracking systems, recruitment CRM, and onboar

Recruitment database containing details of those applying for jobs in the Ministry of Justice. This database also includes details of those involved in the interviewing process where applicable.

The executive recruiting firms software market is experiencing robust growth, driven by the increasing need for efficiency and data-driven decision-making within recruitment processes. The market's expansion is fueled by several key factors: the rising adoption of cloud-based solutions offering scalability and accessibility; the growing demand for applicant tracking systems (ATS) with advanced features like AI-powered candidate sourcing and matching; and the increasing pressure on recruiting firms to reduce time-to-hire and improve candidate experience. Large enterprises are leading the adoption, followed by SMEs increasingly recognizing the value proposition of software solutions to streamline their recruitment operations. The market is segmented by deployment type (cloud-based and on-premises) and by user type (large enterprises and SMEs), with cloud-based solutions dominating due to their flexibility and cost-effectiveness. Competition is intense, with established players like Zoho and Bullhorn vying for market share alongside newer, innovative entrants. Geographic distribution shows North America and Europe currently leading the market, but significant growth potential exists in the Asia-Pacific region driven by economic expansion and digital transformation. While data privacy regulations and the high initial investment costs associated with some software solutions present challenges, the overall market trajectory remains positive, indicating strong growth prospects throughout the forecast period. The forecast for 2025-2033 anticipates continued expansion, albeit at a potentially moderating CAGR, reflecting a maturing market. Key trends include the integration of AI and machine learning capabilities into ATS to enhance candidate screening and selection; increased focus on mobile-friendly interfaces to cater to the needs of recruiters and candidates; and a growing emphasis on data analytics and reporting to measure recruitment effectiveness. The competitive landscape will continue to evolve, with mergers and acquisitions likely reshaping the market structure. Companies will increasingly need to differentiate themselves through superior user experience, advanced functionalities, and robust customer support. Continued innovation in areas like candidate relationship management (CRM) and talent analytics will be critical for success in this dynamic and competitive market. The on-premises segment, while smaller, will remain relevant for organizations with stringent security requirements or legacy systems.

Comprehensive dataset of 161 Recruiters in Utah, United States as of July, 2025. Includes verified contact information (email, phone), geocoded addresses, customer ratings, reviews, business categories, and operational details. Perfect for market research, lead generation, competitive analysis, and business intelligence. Download a complimentary sample to evaluate data quality and completeness.

This data set contains personnel data for DOT new hires and recruits. This data is maintained by the current HR and payroll provider (Department of Interior's IBC) and USAJobs. The data contains PII (Employee Name, SSN, Date of Birth, Home Address, etc.), Civil Rights (Disability, Gender, Race) and other sensitive data (Background Investigations and Security Clearance).