Moving on from AmazingHiring is not about finding another profile catalogue and repeating the same process. Not every alternative solves the same problem: some discover talent, others enrich emails and phone numbers, some automate outreach, and several work better as a recruiting CRM or as a full suite. For recruiters, headhunters, agencies, staffing firms and Talent Acquisition teams, the decision depends on the real bottleneck — not on how many features show up in a demo.
The comparison below separates search on LinkedIn or equivalent sources, AI-assisted filtering, contact data, outreach, indicative pricing, privacy, ATS integration and operational fit. The features described should be validated with each vendor, especially geographic coverage, credits, export limits, legal basis and data quality. An ATS such as Teamtailor, Viterbit or Workable can remain the system of record while the sourcing tool handles active outreach.
The Spanish market makes this distinction easy to see. In 2024, InfoJobs-Esade recorded 2,447,457 job openings, 4,060,366 people applying to at least one offer and 128,124,313 total applications in Spain (InfoJobs-Esade labour market report). First work out whether you need to find, enrich, contact, rediscover or consolidate. Then compare tools. HeyTalent combines public profile extraction, enrichment, AI filters and automated outreach, and works as a reference point for teams that prioritise speed and cost control.
1. HeyTalent
HeyTalent is the most direct alternative for a team that does not want to choose between discovering profiles, getting contact data and launching campaigns. The platform extracts public profiles, mainly from LinkedIn, using Boolean searches and criteria such as job titles, keywords, location, experience and company size. It then adds email and phone enrichment, so a recruiter can move from identification to contact without manually shuttling data between tools.
Its AI layer lets you create custom variables to filter and prioritise candidates. It can flag an advanced or bilingual level of English, estimate years of experience with a specific technology, or signal how well a profile fits the role's industry. These signals are approximations, not hiring decisions, so the team should validate them during the process and document how they are used.
What it adds to the sourcing flow
Outreach is organised through personalised sequences with connection requests, messages, InMails and automated follow-ups. The proposition is particularly useful for headhunters and agencies juggling several roles who need to cut down on repetitive work. HeyTalent claims up to 60% more speed in the first month, a 2.5x higher response rate and savings of up to 5x compared with LinkedIn Recruiter, according to its own marketing materials — figures worth checking in a controlled test with your own campaigns.
Its published plans start at €109/month for Recruiter, with up to 2,000 candidates per month, move through €214/month for Agency, with up to 5,000 candidates per month, and reach €599/month for Ultra, with up to 14,000 candidates per month. Billing can be quarterly or annual, with an annual discount of roughly 15%, according to the product information. Plans include unlimited users, unlimited CSV exports, email and phone lookup, and an AI sourcing co-pilot. Automated outreach is tied to connected accounts — one on Recruiter, two on Agency and three on Ultra — and Ultra adds priority support.
Rule of thumb: compare cost per contactable candidate, not just the licence price. A large database without a usable email or phone number simply shifts the cost onto the recruiter's time.
HeyTalent works independently of LinkedIn, although some connection-with-note campaigns may require an external LinkedIn Premium Business seat and remain subject to that platform's limits. It also depends on public sources and on changes to external platforms. The company states a GDPR approach based on legitimate interest, transparency and immediate opt-out, but every organisation should review its own legal basis, retention and documentation.
Pros: extraction and AI filters, email and phone enrichment, automated outreach, customisable variables, unlimited users and exports, and published pricing in euros.
Cons: some LinkedIn actions may require an external licence, AI inferences need validating, and quality depends on the public information available.
2. SeekOut
SeekOut fits best when the problem is not only finding technical profiles but building broad, segmented pipelines for passive talent. Its AI-assisted search works with skills and experience, while granular filters help separate seniority, specialisation and professional context. It also offers pools aimed at areas such as healthcare and cleared talent — an advantage for organisations with sector-specific needs or particular access requirements.
Search, rediscovery and engagement
One meaningful difference from a pure search engine is the ability to rediscover candidates inside the ATS. That function can reduce dependence on external sources when a company has already accumulated applications, contacts or past processes. The Chrome extension enriches profiles inside the workflow, though the recruiter should check which fields sync and how they are recorded in the ATS.
SeekOut also includes engagement and reporting modules plus services such as SeekOut Spot, backed by expert agents. It is a solid option for in-house departments with mature processes, reporting needs and a talent base worth reusing. For a small agency that only needs contact details and a sequence, the package may be broader than necessary.
You can contrast its approach with this guide to SeekOut alternatives, especially if you are weighing an enterprise suite against a lighter sourcing platform.
Pros: very granular filters, passive talent coverage, specialised pools, ATS rediscovery and specific features for diversity or regulated sectors.
Cons: getting value from every module takes a learning curve, and pricing is custom enterprise, with no comparable public rate.
Review the features of SeekOut and ask for a trial using real searches in your own markets. International coverage alone does not guarantee good profile density in every local niche.
3. hireEZ
hireEZ, formerly Hiretual, is built for teams that want to unify AI Sourcing, CRM, analytics and rediscovery. Its AI Sourcing helps build assisted searches, while Applicant Match compares CVs and recovers candidates from the ATS. That design sets it apart from a tool dedicated purely to discovering profiles or extracting contact data.
When a unified suite makes sense
The proposition is especially relevant for Talent Acquisition departments and agencies with several disconnected pieces in their stack. The built-in CRM, analytics modules and integrations with TA tools can reduce duplication, provided the cost of consolidating is lower than maintaining several licences and manual processes.
hireEZ also stands out for enterprise security controls. In a B2B purchase, a recruiter should not stop at the search demo. Review permissions, traceability, exports, ATS syncing and who keeps the data when the contract ends.
A broader suite is only an advantage if the team actually uses its modules. For a small team that mainly needs emails, it can add complexity without solving the main bottleneck.
Pricing for hireEZ is not public and is usually negotiated based on size and stack. That lack of transparency makes it hard to calculate cost per candidate before the demo. Ask for a proposal that separates users, search volume, contacts, rediscovery, CRM, analytics and integrations.
Pros: broad coverage, AI sourcing, Applicant Match, CRM, analytics and consolidated integrations.
Cons: pricing is not published, and there may be more features than needed for teams that only want to locate and contact candidates.
4. LinkedIn Recruiter
LinkedIn Recruiter remains the benchmark when the priority is native reach inside LinkedIn. The platform offers search across more than 1 billion members, according to LinkedIn's own commercial page, plus advanced filters, recommendations, AI-assisted searches, message drafting and InMails. For a recruiter who works mainly inside that ecosystem, the continuity of the flow has obvious operational value.
That advantage does not mean it replaces every layer of sourcing. InMails do not always generate enough responses, and some profiles require external contact data or a more structured follow-up cadence. Agencies also need to weigh the cost of multiple users, contracted packages and dependence on a single channel.
The right role inside the stack
LinkedIn Recruiter works well as a discovery source and native contact channel. An ATS such as Teamtailor, Viterbit or Workable can hold the process history, while a complementary tool adds enrichment, automation or extra filters. The useful comparison is not "LinkedIn versus everything else", but which tasks remain uncovered after paying for the licence.
To widen the analysis, look at these LinkedIn Recruiter Lite alternatives and compare the metrics for consultancies before deciding what to measure in your funnel.
Pros: very broad native coverage, up-to-date data inside LinkedIn, familiar filters and integrated InMails.
Cons: variable and generally high pricing depending on contract, channel dependence and the occasional need for external contact data.
Check the terms for LinkedIn Recruiter and calculate total cost per campaign, including complementary licences, enrichment and follow-up hours.
5. Gem
Gem is not a pure people search engine. Its strength lies in turning a list of prospects into a measurable multichannel engagement process. Sequences automate personalised communications by email and SMS, while the CRM organises prospects, projects and pipelines.
For teams that already have sources
If your team already finds candidates on LinkedIn, at events, through referrals, in historical databases or in an ATS, Gem can fix the step that usually breaks after discovery: follow-up. ATS integrations and browser extensions help keep context, but they do not remove the need for a relevant source of profiles.
Funnel reporting is useful for agencies working several roles that need to compare response, progress and activity per project. It also helps identify whether the problem lies in profile selection, in the opening message or in the cadence. That reading is more operational than only counting how many candidates were added to a list.
Question for the demo: can you clearly distinguish between a new candidate, a prospect already contacted, and a person re-entering through another campaign?
Pricing for Gem is not listed publicly and usually requires talking to sales. Validate the cost of sequences, users, integrations, SMS, reporting and historical storage.
Pros: structured outreach, email and SMS automation, prospect CRM, pipeline analytics and deep ATS integrations.
Cons: it needs a candidate source and does not replace a full people search engine; pricing requires an enquiry.
6. Fetcher
Fetcher combines AI with human review to deliver batches of candidates and refine searches based on recruiter feedback. Its main value appears before contact, in initial market mapping. An agency or in-house team can delegate part of the identification work and concentrate on prioritising, contacting and closing.
The human-in-the-loop model differs from fully automatic searches. Review can help when a profile is ambiguous or when the context of the role matters as much as the keywords. In exchange, the recruiter has less granular control over each step than in a manual search built from scratch.
What you should validate
Fetcher offers recurring candidate deliveries, integrations with ATS, CRM, email and Slack, and packages that scale with annual volume. The economic criterion should not be only the number of candidates delivered. You also need to review batch relevance, frequency, the ability to give feedback, and what happens with duplicate or non-contactable profiles.
Pros: reduces market-mapping work, adds human review and connects with the usual tools in the stack.
Cons: less control over the search, and candidate limits per year depending on the package.
Fetcher can suit agencies with demand peaks. For a headhunter who needs to tune every variable in a very specific niche manually, a direct extraction and filtering platform may offer more control.
7. HireSweet
HireSweet combines a CRM, multichannel campaigns and a sourcing-as-a-service Marketplace. That mix serves teams that want to keep control of outreach but need external support when the volume of roles increases. It does not compete purely as a search engine, but as a flexible option for activating passive talent and covering operational peaks.
Software and external support
The CRM organises campaigns and personalised sequences, while ATS and email integrations make it easier to migrate historical databases. For a staffing firm or agency with irregular demand, the Marketplace can be useful when hiring permanent internal capacity is not efficient.
The trade-off is that the recruiter must separate the cost and the control of each layer. Software, outsourced sourcing and follow-up work do not produce the same outcome and should not be compared as if they were a single licence. It is also worth establishing who validates candidates, who controls the legal basis and how contacts are documented.
Pros: flexible workflows, multichannel campaigns, compatibility with existing ATSs and extra support through the Marketplace.
Cons: less focus on pure people search, and software and Marketplace pricing is not always published in euros.
Review HireSweet with a concrete use case, such as a campaign for sales profiles or temporary coverage across several roles. The trial should measure the quality of the profiles delivered, not just campaign activity.
8. ContactOut
ContactOut solves one very specific problem: finding emails and phone numbers from profiles and public pages. Its extension works with LinkedIn, Sales Navigator and Recruiter, while the portal allows searching and enriching profiles at volume. It also offers email campaigns, ATS and CRM syncing, an API, and connections to tools such as Lever, Greenhouse, Bullhorn, Salesforce, HubSpot and Zapier.
A data layer, not a full replacement
The tool makes sense when the team already knows who it wants to contact but has no direct channel beyond InMail. It can complement Boolean searches and reduce manual data copying. It should not be confused with a semantic sourcing platform capable of handling identification, prioritisation and the full sequence on its own.
Quality should be checked by segment and region. A found email is not necessarily valid, current or authorised for any use. Before launching campaigns, review provenance, the opt-out process, retention rules and how data syncs with the ATS.
To understand the operational impact of this layer, read this guide to contact data for recruiters.
Pros: simple rollout, bulk enrichment, LinkedIn extension, broad integrations and team or API options.
Cons: catalogue and pricing vary by plan, part of the pricing requires contacting sales, and it is not a full semantic search engine.
ContactOut mainly suits teams that already master search and want to speed up the step between identified profile and first contact.
9. SignalHire
SignalHire focuses on people data and multi-source contact discovery. Its extension finds emails and phone numbers from profiles on LinkedIn, GitHub, Facebook, X and Meetup, and its portal offers search, export and self-service plans. For recruiters working with digital profiles spread across several networks, that coverage can be more useful than a solution limited to a single source.
When to use it as a complement
The tool works better as a data and contact layer than as a replacement for a CRM or ATS. A team can use it to enrich a prepared list and then record activity in its main system. On its own it does not offer the same scope as a suite combining sourcing, pipeline, sequences and reporting.
SignalHire works with monthly credits and immediate access. That makes it easy to test the product without an enterprise rollout, though the recruiter needs to watch consumption and hit rate. Accuracy can vary by segment and region, so validation should use profiles representative of real openings.
Pros: multi-network coverage, fast activation, public plans, self-service and data export.
Cons: it does not replace an ATS or a CRM, and the hit rate can vary by market and profile type.
Look at SignalHire if your priority is obtaining contact data from several networks. For full campaigns, work out which other tool you will need to filter candidates, organise the pipeline and automate follow-ups.
10. Loxo
Loxo tries to solve the opposite problem to SignalHire. Instead of adding a contact layer to an existing stack, it consolidates ATS, recruiting CRM, sourcing and outreach into a single platform. Its AI Matching engine, Knowledge Graph and Loxo Source aim to help recruiters rank profiles and launch multichannel campaigns from one unified environment.
For small and mid-sized agencies and staffing firms, that consolidation can reduce the number of tools to maintain. It can also simplify process visibility, especially when the same team discovers candidates, manages clients, launches campaigns and updates stages. The advantage disappears if the system forces changes to workflows that already work, or if sourcing coverage does not respond well to a specific niche.
The risk of consolidating too much
Loxo includes integrations and enterprise security options such as SSO and SOC 2 on higher plans, depending on the module contracted. Pricing is not always transparent and varies by functionality. On top of that, its own sourcing needs specific validation in the markets and profiles the agency actually works.
Pros: reduces tool sprawl, integrates ATS and CRM, and adds matching, Knowledge Graph, outreach and campaign automation.
Cons: variable pricing, potential migration complexity and the need to check sourcing coverage in specific niches.
Explore Loxo with a full-workflow trial. Do not evaluate search alone. Check how candidates enter, how interactions are recorded and what can be exported if the agency decides to switch systems.
Comparison: 10 AmazingHiring alternatives
| Product | Key features | Metrics / Experience quality | Target audience | Value proposition / USP | Price (indicative) |
|---|---|---|---|---|---|
| HeyTalent | Real-time extraction (LinkedIn), email/phone enrichment, customisable AI variables, automated outreach | Up to 60% faster, 2.5x response rate, real-time extraction (per its own materials) | Recruiters, agencies, TA teams (freelancers → large teams) | Sourcing + contact data + customisable AI; scalable and GDPR-aware | From €109/mo (Recruiter), €214/mo (Agency), €599/mo (Ultra); quarterly/annual billing (~15% annual discount) |
| SeekOut | Advanced AI-assisted search, specialised talent pools, ATS rediscovery, reporting | Very granular filters; strong passive talent coverage | Enterprise teams and regulated sectors (healthcare, cleared) | Deep coverage by sector and diversity; specialised modules | Enterprise, custom pricing (not public) |
| hireEZ (Hiretual) | AI Sourcing, Applicant Match, built-in CRM, analytics | Consolidated suite for pipeline and rediscovery | Teams looking to replace several tools in the stack | All-in-one platform: sourcing + CRM + analytics | Custom pricing (not public) |
| LinkedIn Recruiter | Search across the LinkedIn network, advanced filters, Recommended Matches, InMails | Unrivalled coverage inside LinkedIn; native flow | Recruiters working primarily on LinkedIn | Native reach and InMails; data kept current on the network itself | High cost; licences/packages vary by contract |
| Gem | Recruiting CRM, Sequences (email/SMS), pipeline analytics, ATS integrations | Excellent for outbound at scale and funnel reporting | Teams with candidate sources that need orchestration | Multichannel orchestration and funnel analytics | Price on request (not public) |
| Fetcher | Automated sourcing + human-in-the-loop, recurring deliveries, integrations | Saves time on market mapping; iterative feedback | Agencies and teams delegating mapping to focus on outreach | AI + human review combination for candidate batches | Plans scaling by annual volume / credits |
| HireSweet | CRM and multichannel campaigns, ATS integrations, sourcing marketplace | Flexible for peaks; combines software and service | Teams wanting software + a sourcing outsourcing option | Outreach software + marketplace to outsource sourcing | Variable pricing; software and marketplace quoted separately |
| ContactOut | LinkedIn extension, email/phone discovery, bulk enrichment, integrations | Verified contact data; easy rollout | Recruiters prioritising email/phone retrieval | Contact finder and API for ATS/CRM syncing | Credit/team plans; part of the pricing is "contact us" |
| SignalHire | Multi-network extension (LinkedIn, GitHub, X…), multi-source search, export | Fast activation; multi-network coverage | Recruiters needing multi-source data and self-service | One-click contact discovery and public plans | Public plans with monthly credits |
| Loxo (Talent Intelligence) | ATS + recruiting CRM + native sourcing + outreach, AI matching, Knowledge Graph | Reduces tool sprawl; campaign automation | Agencies and staffing firms looking to consolidate tools | End-to-end suite with AI matching and Knowledge Graph for ranking | Modular; pricing varies by module (not always public) |
The best alternative depends on your bottleneck
The choice changes once you separate the operational problem. LinkedIn Recruiter is the logical option if you need native reach, familiar filters and InMails inside LinkedIn. SeekOut or hireEZ fit better when the team needs broad searches, AI, rediscovery, analytics and enterprise controls. In both cases, confirm real coverage in your target markets and the cost of modules the whole team will not use.
If the problem shows up after finding the candidate, Gem and HireSweet offer more value as follow-up and multichannel engagement tools. Gem stands out for its sequences and funnel reporting. HireSweet adds the option of turning to a Marketplace when an agency or staffing firm needs external capacity during a busy period.
Fetcher makes sense when it is worth delegating part of the initial mapping and working with deliveries refined through feedback. ContactOut and SignalHire are more specific alternatives when emails and phone numbers are missing. They do not necessarily replace search, CRM, ATS or campaign automation, so their real cost includes the additional pieces of the stack.
Loxo is the option for an agency that wants to consolidate sourcing, CRM, outreach and ATS. Its biggest appeal is reducing fragmentation. Its main risk is accepting coverage or a workflow that does not fit certain niches.
For recruiters, headhunters and agencies looking to speed up extraction, AI filtering, enrichment and outreach without replacing their ATS, HeyTalent offers a more operational middle ground. Its published plans in euros run from €109/month to €599/month, cover between 2,000 and 14,000 candidates per month, and include unlimited users and exports depending on the plan and the product's commercial information. The combination of Boolean searches, AI variables, emails, phone numbers and automated sequences is designed to shorten the time between discovering a profile and contacting it.