Sourcing candidates with Scrape.Email: a tier guide

Before you compare tiers, look at how many completed searches and verifications one shortlist in your specialism actually consumes. A narrow role in a single city may take several passes to fill. That finished-work count, not the number of attempts you make, is what draws down your credits and decides whether a tier lasts.

Searching starts with the filters you would set by hand: role, industry and location. Scrape.Email works from public pages and profiles, so it turns those filters into a list of people who match the brief. For a recruiter filling one seat in one region, that means a working list to check, not a database you browse and hope stays current.

The verification step sits at the end of that chain. Contact enrichment and verification run on the leads you keep, so the address you pass to a hiring manager has been checked at the point you send it. Treat that check as a moment in time rather than a permanent state, and plan to repeat it on any saved list you return to later.

Saved leads, API access and webhooks matter once you run more than one search a week. Saving a shortlist means you can return to it without rebuilding the filters, and the API lets your own tools pull results. For a recruiter, that is the difference between a one-off search and a repeatable sourcing routine.

Tiers here are lifetime purchases rather than monthly seats, and the three published levels are Prospector, Agency and Enterprise. Each level is a different amount of completed work. The right one for you depends on your search and verification volume, so estimate that before you read the tier names as a ranking of quality.

Prospector fits a recruiter testing the workflow on a narrow specialism. You set role, industry and location filters, scrape public pages and profiles, enrich and verify the contacts you keep, and save the leads that matter. It is the level to learn on before you commit to heavier sourcing, and it shows you what your niche actually returns.

Agency covers a recruiter running searches across several roles or clients at once, where saved leads and repeatable filters carry more weight. Enterprise sits above that for higher volume. Move up only when you can point to completed searches and checks that would have used more credits than your current level allows.

Across all three levels the mechanics stay the same: filters, public page and profile scraping, contact enrichment and verification, and saved leads with API and webhook access. What changes is the amount of successful work available. Judge each tier on that count against your own sourcing plan.

The real worry is not which tier to buy. It is whether a list built today still points at the right person when a hiring manager asks for an introduction next month. People change roles, addresses change hands, and a public profile that was accurate at search time can move on. No scraper avoids that.

Scrape.Email reduces the gap by verifying at the point you save or export a lead, drawing on public pages and profiles rather than a static file you cannot inspect. That gives you a checked contact for the campaign in front of you. It does not promise the contact stays valid, so build a re-check into any list you reuse.

For a recruiter in a narrow specialism, the practical test is simple. Run one live search for a role and location you know well, then look at how many results you would actually contact and how many verifications that used. That gives you a real figure to set against a tier instead of a guess.

If the test list is thin, the limit is public data availability in that niche, not the tier. Some sectors and seniorities publish very little. Knowing that early stops you buying a larger level to solve a problem that volume cannot fix, and points you to where public profiles do exist.

Moving up a level buys more completed work, not extra features. The filters, scraping, enrichment, verification, saved leads and API access are consistent across the published tiers. What rises is the number of successful searches and checks you can run before your credits run out, which matters when you source for more than one role.

Decide with a simple sum. Take the number of roles you fill in a typical month, multiply by the searches and verifications each one needs, and compare that total with the tier you are considering. If your estimate sits close to the ceiling, the next level gives you room for the searches that return nothing useful.

Watch the difference between attempts and successes. Credits are used by successful work, so a month of failed guesses in a thin niche costs less than a month of full shortlists. That makes your own niche the main variable, and it is why the same tier can feel generous to one recruiter and tight to another.

If you work alongside a researcher, weigh whether saved leads and webhook access let you share a shortlist without rebuilding it. That is often the point where a higher level earns its place, because the work is reused rather than repeated. Buy on that pattern, not on the tier label alone.