Recruiting Data API: No Per-Seat License

Most recruiting data tools are priced and capped for a single recruiter doing manual, occasional lookups, daily search limits, export caps, per-seat pricing that multiplies with every added recruiter. That works fine for light, individual use and breaks down the moment a team wants to build an actual sourcing pipeline rather than a person doing lookups by hand.

/v1/people/search takes title and a location filter as the two most common recruiting query params, combined with seniority when the role calls for it. Because it is a flat-rate API rather than a per-lookup or per-seat product, there is no daily cap that turns into a bottleneck once a workflow is calling it programmatically instead of one recruiter clicking through results.

A strong candidate rarely exists in isolation. /v1/person/colleagues returns everyone currently on that person's team, useful when a single great hire is a sign the whole team is worth sourcing from. /v1/person/similar goes the other direction, same seniority, industry, and country, excluding the original person, for building a lookalike shortlist without redoing the search filters from scratch.

/v1/institution/alumni supports the same idea from a school angle: pull everyone in the dataset whose education history includes a given university, either by school_id when known or education text otherwise, useful for programs that specifically want alumni from a particular institution.

/v1/company/current-employees and /v1/company/past-employees cover the two directions of company-level sourcing: who works there now, and who used to and has since moved on (each past-employee record includes their specific past role at that company, not just that they once worked there). Both are useful for executive search and competitive talent mapping, understanding who a target company has and who it has lost.