The most volatile data set in B2B
Recruiting outreach runs on work emails belonging to people whose defining characteristic is that they are about to change jobs. A sourced list is decaying the moment it is built, and a candidate who left six months ago has a dead work address and no forwarding.
You feel this as a mystery. Outreach goes out, nothing comes back, so you tune the message. The message was fine. Half the list never received it.
How it works
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1
Bulk verify each sourced list before it enters the sequencer.
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2
Drop invalids and flag catch-alls, which are common at large employers.
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3
Re-verify your ATS quarterly so re-engagement campaigns reach actual inboxes.
Where it matters most
Passive candidate sourcing — scraped and inferred addresses have the worst hit rate of any source.
ATS re-engagement — a “we have a new role” campaign against a two-year-old database is the definition of a stale list.
Client-side business development — bouncing on a hiring manager is a bad first impression you never get to explain.
Placement-critical communication — an offer letter that does not arrive is a lost placement.
Do you verify personal Gmail addresses?
Yes, and for candidates those are often the more durable address.
Does verification tell me if someone left the company?
Indirectly. An address that was valid and is now invalid is a strong signal they have moved on.
Can I verify inside my ATS?
Through the API in your integration layer, or by bulk CSV.
How often should I re-verify the ATS?
Quarterly.
Is this compliant for candidate data?
Verification is a technical check on data you already hold. Confirm the lawful basis for your own outreach with counsel.
Verify your next candidate list free — 100 credits, no card required.