Recruiters face the same challenge as sales reps: too many profiles, not enough verified data. With Lusha, hiring teams can enrich candidate lists with accurate phone numbers, emails, and job details—cutting sourcing time and improving response rates.
Recruiters and talent ops teams live in the same reality as sales reps: too many profiles to sift through, too much noise, and not enough verified data. Job boards and LinkedIn searches often surface incomplete or outdated information. The result? Wasted time chasing dead ends and slower hiring cycles.
That’s where Lusha comes in. The same verified contact data that powers B2B sales can also make recruiting faster, cleaner, and more precise.
How the workflow works
Recruiters can use the Lusha API, Extension, or CSV enrichment to identify, validate, and contact top candidates quickly.
Workflow example:
Build your target candidate list (LinkedIn search, CSV export, or ATS).
Enrich each profile with Lusha (phone, verified email, job details).
Sync enriched data back to your ATS or Sheets.
Trigger outreach sequences (email or InMail alternatives).
Track responses and update candidate pipeline in CRM/ATS.
Result: Less time guessing, more time speaking with qualified candidates.
The value for recruiting teams
- Faster sourcing: Verified phone numbers and emails mean you reach candidates directly, without waiting for replies on LinkedIn.
- Lower cost per hire: Eliminate paid job posts and InMail credits that don’t convert.
- Higher candidate quality: Enrichment ensures you’re contacting candidates with up-to-date job titles and company info.
- Better collaboration: Hiring managers and recruiters work from the same, enriched dataset.
Example automation: Google Sheets recipe
- Trigger: New row added in Google Sheet with candidate name + LinkedIn URL.
- Action: Lusha API enriches with verified email + phone.
- Action: Auto-update Sheet with enriched data.
- Action: Send Slack notification to recruiter with candidate contact details.
- Optional: Push directly into Greenhouse or Lever for tracking.
Zapier recipe for recruiting
Trigger: New candidate added to ATS (e.g., Greenhouse, Lever, Workable)
↓
Action: Lusha API → enrich candidate with verified email and phone number
↓
Action: Add enriched candidate to Google Sheet or Slack channel for recruiter visibility
↓
Action: Auto-create outreach task in CRM or ATS (e.g., send intro email, schedule call)
Result: Recruiters instantly get verified contact details the moment a candidate enters their ATS, cutting days off the sourcing process and increasing response rates.
KPIs to track
- Time-to-first-contact after candidate sourced.
- Response rate from enriched contacts.
- Cost per hire compared to baseline.
- Number of hires sourced through Lusha data.
Best practices for recruiters using Lusha
- Focus enrichment on hard-to-reach roles (engineering, product, design).
- Always verify data privacy compliance when contacting candidates.
- Pair data enrichment with personalized outreach (reference their portfolio, GitHub, Dribbble, or public talks).
- Track performance to prove ROI of recruiting with sales-grade data.
FAQs
Yes. Lusha provides GDPR- and CCPA-compliant data. Recruiters should still follow regional recruitment and privacy guidelines, including offering opt-out options when contacting candidates.
Recruiters can push enriched contacts directly into ATS platforms like Greenhouse, Lever, or Workable via Zapier or API. For smaller teams, Google Sheets and Slack workflows also work seamlessly.
While Lusha is widely used by sales teams, the same verified contact data applies to recruiting. Hiring teams use it to find and connect with candidates faster, especially for competitive or hard-to-fill roles.
By providing direct emails and phone numbers, recruiters spend less time waiting for InMail replies or chasing outdated leads. More direct outreach = faster candidate conversations.
Yes. Recruiters can upload CSVs with candidate names and LinkedIn URLs, then enrich them in bulk using the Lusha API or platform, saving hours of manual sourcing.
