Nymeria doesn't solve the same problem for everyone. A headhunter may need to find profiles on LinkedIn, while a staffing firm needs direct phone numbers, an agency wants to automate follow-ups, and a Talent Acquisition team wants to verify emails or keep data governance inside the European Union. That's why the best alternative depends on your bottleneck, not on how many features show up on a pricing page.
This comparison is aimed at recruiters, headhunters, recruitment agencies, staffing firms and in-house TA teams. I assess each platform on coverage, automation, credits, indicative cost, GDPR, integrations and how easy it is to trial or migrate. The goal is to identify which tool fits your real workflow, from search through to contact and the record in your ATS.
The Spanish context reinforces how much the choice matters. 76% of recruiters who use social media to find candidates turn to LinkedIn, and the platform scores 6.8, the only passing grade in Infoempleo's report on connected talent in Spain (Infoempleo report). A useful alternative shouldn't force you to abandon that channel. It should help you extract, filter and contact profiles faster and with less manual work.
That's where HeyTalent fits, bringing profile extraction, AI variables, email and phone enrichment, and automated outreach into a single flow. It positions itself as a faster, cheaper alternative to LinkedIn Recruiter, and as a complement to any ATS, such as Teamtailor, Viterbit or Workable.
1. HeyTalent
HeyTalent stands out when the bottleneck sits between sourcing and first contact. It brings search, prioritisation, enrichment and outreach into one flow, without forcing the team to copy LinkedIn profiles into spreadsheets before filtering them.
The process starts with a Boolean search across job titles, keywords, location, experience and company size. The recruiter can then create AI variables to rank the list against their own criteria, such as advanced English or experience in a specific sector. It can also estimate age from academic and professional history. That function exists to prioritise, not to replace professional review or to make automated decisions about candidates.
An agency that picks up a sales vacancy can extract the profiles, apply its filters, enrich the records with verified emails and phone numbers, and prepare outreach from the same workspace. Previously, that circuit would scatter the information across LinkedIn, a spreadsheet, a data provider and an outreach tool. With HeyTalent, the savings concentrate in the repetitive work of sorting, verifying and following up.
HeyTalent's operational advantage: it keeps LinkedIn as the primary source and cuts the manual work between search, filtering and contact.
When to choose HeyTalent
The platform suits headhunters, freelance recruiters, boutique and mid-sized agencies, in-house TA teams, RPO providers and staffing firms. It also works well when several users need to draw on the same sourcing capacity rather than depending on individual licences.
Its quarterly plans in euros start at €109 a month for up to 2,000 candidates, move through €214 a month for up to 5,000 and reach €599 a month for up to 14,000 candidates (HeyTalent plans). They include unlimited users and unlimited CSV exports, with credit controls. Annual billing offers a 15% discount option, according to the terms the platform publishes. These amounts cover the product and should be weighed against the internal cost of maintaining several tools.
HeyTalent states that its teams can achieve sourcing roughly 60% faster in the first month and reach 2.5x more replies on average through tightly scoped lists and personalised sequences. These are vendor figures. Validate them against a real vacancy, measuring time to final list, valid contacts and replies.
Operational limitations
LinkedIn-based sourcing works without a LinkedIn licence for most functions. Connection campaigns with a note may require a LinkedIn Premium Business account. Monthly candidate and credit limits can fall short in high-volume enterprise operations, unless you're on the top plan or a custom arrangement.
Before switching campaigns on, the team needs to document the legal basis, the purpose, the retention period and the opt-out mechanism. HeyTalent states that it works with public profiles, contact enrichment, GDPR-compliant processing and transparent objection mechanisms, but responsibility for the process still sits with the company.
2. Apollo.io
Apollo.io is a better fit for teams that want to combine a B2B contact database, enrichment and outbound inside a single suite. Although it was born with a clear sales orientation, its searches by job title, company and location can serve recruiters working on commercial roles, leadership profiles, or processes where email contact takes priority.
The platform pairs emails and mobile numbers with a Chrome extension for working on LinkedIn profiles. It also offers sequences, a dialer, analytics, waterfall enrichment and API access. That lets the team move from search to contact without manually exporting each record into another tool.
Its main advantage is the breadth of the flow. A recruiter can locate a target company, identify decision-makers or professionals, check the data and launch a sequence. For an agency running recurring searches across several sectors, that continuity can cut down on app-switching.
What you need to keep an eye on
Apollo has a free plan and starter credits for trialling the product. The public structure of limits and usage makes a first estimate straightforward, but the credit system — export credits included — demands discipline. If every consultant exports lists without a shared rule, the team can burn through capacity before contacting the most relevant profiles.
Practical call: choose Apollo if your process is outbound and needs broad B2B data. Don't make it your first choice if the main problem is prioritising candidates with AI variables specific to a vacancy.
The API and integrations are useful for connecting Apollo to your CRM or ATS without turning the platform into your system of record. Keep application traceability there and use Apollo as a search, data and contact layer. You can review its terms directly on the Apollo.io pricing page.
3. Lusha
Lusha is a practical alternative for recruiters who want to capture data quickly from the browser. Its extension lets users look up information on profiles and companies while working in LinkedIn, without requiring a complex rollout or a long technical project.
The credit model is easy to understand. An email costs 1 credit and a phone number costs 5 credits, according to the product's public structure (Lusha pricing). That difference matters a great deal for headhunters who call candidates rather than only messaging them. Before signing up, work out what share of your activity needs a direct mobile number and what share can be handled by email.
The Free plan includes monthly credits, which lets you test the extension on a real search. Some plans include rollover, and Lusha offers integrations with CRMs and other tools in the sales ecosystem. Its public product, legal and Trust Center documentation also helps the operations lead review how data is processed.
When it makes sense
Lusha works well when a recruiter already identifies profiles manually and only needs to complete their contact details. It's less suitable if you want to automate the whole process, from a broad Boolean search through to prioritisation and multi-step outreach.
Cost climbs when phone numbers are essential. A technical recruitment team working from highly qualified shortlists can absorb it, because it extracts fewer candidates and validates each contact. An agency running high-volume campaigns needs to control consumption per consultant and keep email credits clearly separate from phone credits.
The platform has a low learning curve, but that simplicity also marks its limit. Lusha is primarily a data and capture layer. For fit filters, follow-up automation and personalised sequences, you'll need your CRM, your ATS or another specialised tool.
4. ZoomInfo
ZoomInfo is aimed at enterprise organisations that need commercial intelligence, data governance and broad coverage, not just a sourcing tool for one specific search. Its ecosystem includes modules for Sales, Marketing, Operations and Talent, alongside firmographic data, org charts, intent signals, integrations and an API.
For a Talent Acquisition team, the value appears when sourcing depends on mapping an industry. You can research companies, locate organisational structures and combine corporate information with professional profiles. That's especially relevant for executive search, international expansion, or projects where the client needs to identify talent inside a defined set of companies.
ZoomInfo's historical strength is in the United States. If your agency mainly works the Spanish or European market, ask for coverage samples for your sectors and locations before evaluating the platform. A global database doesn't guarantee the same depth in every country.
Cost and contracting
ZoomInfo doesn't publish a simple rate card comparable to a standard monthly plan. Contracting usually follows a sales-led model, with negotiation, annual contracts and add-on modules. ZoomInfo Lite offers a community edition, but it shouldn't be confused with the breadth of the enterprise suite. You can review the product on ZoomInfo's official site.
Its documented ROI cases can be relevant for justifying a corporate purchase, though the recruitment lead has to translate them into their own process. Measure cost per candidate contacted, not just database size.
For a small or mid-sized agency, ZoomInfo is usually too heavy if all you need is to extract profiles, enrich phone numbers and automate messaging.
5. Cognism
Cognism is the right alternative when the buyer prioritises compliance, governance and B2B data in Europe. The platform focuses on privacy and GDPR across EMEA, offers direct mobile coverage and data verification, and comes with enterprise integrations, an API and governance options.
Its acquisition of Kaspr strengthens its ability to capture information from LinkedIn and work with mobile numbers in EMEA. That gives it an interesting position for international teams that need a common data policy and don't want to run disconnected providers by region.
Cognism fits regulated organisations, particularly when Legal, IT and Procurement take part in the selection. The evaluation shouldn't stop at asking how many contacts are available. It should cover data provenance, the refresh process, contractual documentation, access controls, retention and how objection requests are handled.
The weak spot
There's no simple public pricing. Contracting runs through quotes and pre-sales, and contracts tend to be steep for small teams. That doesn't invalidate the tool, but it does change the kind of decision. Cognism is justified when European governance is part of the core requirement, not when an independent recruiter is looking for an affordable extension for a one-off vacancy.
Ask for a trial with specific job titles and markets. Check mobile availability in Spain and the quality of the records your agency actually uses. The platform's commercial information is available on its Cognism pricing page.
6. ContactOut
ContactOut is heavily oriented towards recruiting. It offers a LinkedIn extension, a search portal, emails and phone numbers, email campaigns and dialer features. It also communicates triple verification, frequent updates and compliance controls such as SOC 2 and GDPR/CCPA.
Its proposition is appealing for headhunters who already work profile by profile and need to complete contact details without interrupting their research. The extension makes capture from LinkedIn easy, while the portal serves for searching outside normal browsing. The platform also offers a database of roughly 350 million professionals, according to vendor information (ContactOut pricing and capabilities).
The value isn't only in finding an email. It's in comparing whether ContactOut returns the channel your team needs, how often phone numbers show up, how bounces behave, and how long it takes the recruiter to move the record into the ATS or CRM.
Who it works best for
ContactOut is a good choice for agencies that prioritise precision and verification, and for teams that need recruiting-specific templates or resources. Its email and dialer functions cover more ground than a simple extension.
The limitation shows up in advanced contracting. Team and API plans push you towards a sales conversation, so the final cost isn't always clear before you talk to sales. Higher-tier capabilities and the API may also require a more formal evaluation.
If you're comparing people-data providers, read this guide on people search engines and use it to define what information you need before requesting a demo.
7. Kaspr
Kaspr is a direct-capture tool that works on top of LinkedIn. Its extension surfaces emails and phone numbers on profiles, including inside LinkedIn Recruiter and Sales Navigator, and adds light automation for visits, invitations and messages.
The experience is fast. The recruiter opens a profile, checks the available data and exports the information to CSV or CRM. The Free plan includes B2B emails, and paid plans run on credits (Kaspr plans). Since joining Cognism, it also brings the backing of a provider focused on EMEA coverage and compliance.
Dependence on LinkedIn
Kaspr makes sense if your team already does the manual identification on LinkedIn and needs to speed up getting phone numbers and emails. It isn't the best choice if you expect a full AI layer to filter candidates, build custom variables, or govern the outreach pipeline from a single screen.
Its dependence on LinkedIn is its main limitation. The tool needs a LinkedIn account and a minimum volume of connections to work properly. Platform changes, limits and policies affect the operation directly.
Kaspr speeds up capturing a profile you've already found. It doesn't replace a complete sourcing system.
Before rolling it out across an agency, define who can extract data, how objection requests are logged, and which fields get exported to the ATS. That's how you stop every consultant building their own untraceable contact file.
8. Hunter
Hunter is the email-first option on this list. Its product centres on Domain Search, Email Finder, email verification and built-in campaigns. It also offers compliance documentation, a DPA and a transparency portal, all relevant for teams handling professional data in the EU.
The tool is especially useful when the recruiter knows the target company and needs to identify a valid corporate address. Email Finder and Domain Search let you build a list, while Email Verifier helps reduce bounces before sending. Plans scale through search and verification quotas (Hunter pricing).
Hunter doesn't cover direct phone numbers. That limitation should weigh on the decision, because combining it with another provider adds cost, synchronisation and operational controls. If your recruitment process depends on calling passive candidates, Hunter shouldn't be your primary platform.
The right use case
The product suits agencies running segmented email campaigns, teams that have already identified their profiles, and organisations that value transparency about data provenance and processing. Its built-in campaigns can simplify the initial send, though recruitment automation may call for a specialised tool.
Read this explainer on contact data for recruiting as well before deciding which fields you genuinely need. Email quality doesn't make up for poor segmentation or a badly documented legal basis.
9. Snov.io
Snov.io combines email search and verification, outreach campaigns, CRM integrations and an API. For small and mid-sized teams it's appealing because it brings discovery and sending into one suite, typically at a more accessible cost structure than enterprise platforms.
LinkedIn automation is bought as an add-on through separate slots. It isn't included in the base plan, so the final price depends on whether the team also needs to work invitations, visits or messages from LinkedIn (Snov.io pricing).
That design can be useful for an agency that starts with email and adds LinkedIn for a few consultants only. It can also create administrative friction. The lead has to keep track of add-on billing, assigned users, and the difference between search, verification and sending credits.
How to evaluate it
Snov.io works best when the flow leans on email and the team needs to integrate the data with its CRM. It doesn't offer the same approach to profile extraction and AI variables as an intelligent sourcing platform, so you'll have to solve prioritisation in another layer.
Enrichment deserves its own evaluation. Read this guide on data enrichment for recruitment to define which records should be completed, when to do it, and how to avoid enriching candidates who will never reach a campaign.
10. Dropcontact
Dropcontact is built for European teams that need to generate and validate emails algorithmically. Instead of relying on a static email, it builds addresses from the available data and validates them dynamically. It can also enrich records and detect company changes.
Its 100% GDPR- and EU-process-oriented approach makes it an interesting alternative for organisations that want to review data processing in detail. It's available via CSV and API, and offers volume-based pricing (Dropcontact pricing).
Its specialisation also marks its limit. Dropcontact doesn't cover phone numbers. If your team needs direct mobiles, you'll have to combine it with another provider, integrate the results and take on extra cost and quality management.
When to use it
Dropcontact fits when you already have a list of names, job titles and companies, and the goal is to get fresh corporate emails with fewer bounces. It's a good enrichment layer for an ATS or CRM, not a complete replacement for a sourcing engine.
Before migrating data, test the tool with records from several industries and European countries. Check whether it detects company changes, how it reports results it can't find, and what happens to records that can't be validated. Measure the outcome in usable contacts, not rows processed.
Comparison of 10 Nymeria alternatives
| Product | Key features | Target audience | Differentiator | Price / Model |
|---|---|---|---|---|
| HeyTalent (Recommended) | Real-time LinkedIn extraction, customisable AI variables, email/phone enrichment, automated outreach | Headhunters, freelance recruiters, agencies and in-house TA | End-to-end flow designed by recruiters, AI prioritisation, GDPR-aware, unlimited users | Quarterly plans €109–€599 (2k–14k candidates); -15% annual; clear credit controls |
| Apollo.io | Global contact database, Chrome extension, sequences/outreach, API | Sales and recruiting teams looking for an all-in-one suite | Large database and integrated outreach stack | Credit-based model; free plan and starter credits |
| Lusha | Browser extension, credit system (email=1, phone=5), CRM integrations | Sales teams and recruiters who need fast adoption | Simplicity and immediate rollout; free plan | Simple credit system; higher cost for mobiles |
| ZoomInfo | Sales/Marketing/Talent modules, firmographics, org charts, enterprise API | Large companies, ABM and teams that require data governance | Data depth and signals in the US; documented ROI | Opaque, high pricing; annual enterprise contracting |
| Cognism | GDPR-first, mobile coverage and verification, enterprise integrations, Kaspr | EMEA teams that prioritise compliance and governance | Solid EU/UK/DACH compliance and verified mobile coverage | No public pricing; quote and pre-sales |
| ContactOut | LinkedIn extension, ~350M database, email campaigns and dialer, triple verification | Headhunters and recruiters after high contact accuracy | Strong verification and sourcing resources | Team/API plans require a sales conversation |
| Kaspr | LinkedIn extension revealing emails/phones, light automation, CSV export | Users who need fast capture directly in LinkedIn | Speed and on-profile simplicity; now part of Cognism | Credit-based; requires a suitable LinkedIn account |
| Hunter | Domain Search, Email Finder/Verifier, campaigns, compliance documentation | Teams focused on email channels and bulk verification | Provenance transparency and good cost/volume for verification | Plans scale by searches/verifications |
| Snov.io | Email search and verification, campaigns, LinkedIn automation (add-on), CRM | Small/mid-sized teams after low-cost multichannel | Broad, accessible functional coverage; integrations | Credits for searches; LinkedIn automation is an add-on |
| Dropcontact | Algorithmic email generation and verification, enrichment, change detection | EU teams that prioritise GDPR and bounce reduction | Dynamically generated emails and a 100% GDPR approach | Volume-based pricing; API and CSV available |
How to choose and trial an alternative without breaking your process
The decision depends on the bottleneck. In Spain, 73% of recruiters believe finding qualified talent is harder than a year ago, according to figures cited by Factor Humano drawing on LinkedIn (context on recruitment in Spain). InfoJobs also reports that 44% of Spanish companies use social media to attract talent, a share that rises to almost six in ten among mid-sized and large companies, according to that same reference. The problem isn't a shortage of profiles. It's turning volume into contactable, relevant candidates.
Use this decision matrix:
- Full AI-assisted sourcing: choose HeyTalent if you need to extract LinkedIn profiles, build custom filters, prioritise fit, enrich contacts and automate outreach in a single flow.
- Phone numbers and emails: choose Lusha, ContactOut, Cognism or Kaspr depending on volume, how much you need mobiles, and the level of governance required.
- Email-first: choose Hunter or Dropcontact if you've already identified the profiles and want to discover, generate or verify corporate addresses.
- Direct capture on LinkedIn: choose Kaspr for fast work on profiles you've already located. Choose HeyTalent if you also need AI filters, bulk extraction and sequences.
- Enterprise coverage in Europe and the United States: assess Cognism for European governance and ZoomInfo for commercial intelligence and corporate depth, especially in the US.
- Multichannel outbound with CRM and API: consider Apollo.io or Snov.io, checking the impact of credits, slots and exports first.