Silver medalist candidates already passed your screens once — re-engaging them beats cold sourcing on every metric except one: the data in your ATS reflects the day you last spoke, not today. Connect Lusha to Claude and this prompt checks every past candidate for job changes and promotions, then sorts the pool into relevant-again, not-movable, and likely-receptive.
The prompt
Here are past candidates from our ATS - strong runners-up we did not hire:
[paste names and companies, or LinkedIn URLs].
Using the Lusha connector, check each one for job changes and promotions
since we last spoke. Return a table with current company, current title,
what changed, and when.
Then flag three groups:
(1) anyone who moved into a role close to [target role] - relevant again
(2) anyone recently promoted - probably not movable right now
(3) anyone whose company shows decline or layoffs - likely receptive
Finish with the top five to re-contact this week and a one-line reason for each.What you’ll get back
The situation: a recruiter opening a senior backend role pastes 30 silver medalists from requisitions closed 12 to 18 months ago.
The output:
Example outputs in this play are illustrative — they reflect the structure, fields, and format of real Lusha connector output, but were not pulled from a live session. Run the prompt with your own data and connectors to see live results.
Why it works
Lusha in Claude closes the exact gap that makes silver medalist pools go unused: the re-verification work. Each contact check returns the current company, current title, and dated change events, so Claude can compare then-versus-now for the whole pool at once and sort it by what changed — a job that used to mean an afternoon of profile-by-profile lookups. Contact data is verified across multiple sources and handled under GDPR, CCPA, SOC 2 Type II, and ISO 27701 compliance, with opt-outs honored automatically.
FAQ
Why start with silver medalists instead of new sourcing?
They’ve already passed your screens once — culture, level, and skills were close enough to reach a final round. Re-engagement converts at a fraction of the cost of a cold pipeline; the only thing standing in the way is stale data, which is what this prompt fixes.
How many candidates can I check in one run?
Up to 25 per request through the connector. For a larger pool, paste in batches and ask Claude to keep a running table.
What if a candidate isn’t found?
Unmatched contacts return a not-found flag without breaking the rest of the run — the table marks them for manual review instead of failing.
Why deprioritize recent promotions?
Someone promoted in the last six months is typically inside a new-role commitment and often a fresh equity cycle — reachable, but rarely movable. The prompt flags them for a future cycle instead of wasting this one.
Is checking past candidates like this compliant?
The prompt checks business-profile changes — employer, title, role — for people who previously entered your hiring process. Lusha’s data is professionally sourced and opt-outs are honored automatically; your own ATS retention policies still apply on your side.
