The best SignalHire alternative depends on your bottleneck: HeyTalent fits when you need fast AI-assisted sourcing plus outreach, data tools work better for enriching contacts, and enterprise platforms bring coverage, rediscovery or broader workflows. In Spain, 74% of recruiters who use social media to find candidates turn to LinkedIn, so the decision shouldn't come down to who serves up the most emails or phone numbers.
SignalHire isn't the only piece of modern sourcing. The most common advice — compare databases by contact volume — falls short for recruiters, headhunters, agencies and staffing firms. A bad record can generate bounces, an unfiltered search can fill your ATS with irrelevant profiles, and an automated sequence without traceability can create a privacy problem.
The useful comparison looks at the whole flow: extraction from LinkedIn and other sources, enrichment, AI filters, outreach, ATS integration, cost per search and GDPR compliance. It also distinguishes between a tool for finding a one-off contact and a platform capable of sustaining several requisitions.
The Spanish context calls for care. 86% of companies review the social media of shortlisted candidates before making a hiring decision, according to the academic report cited by Laboral Social. For a talent team, that turns a digital footprint into an operational source — but not into permission to reuse data without explaining who is making contact, for what purpose, and where the information came from.
1. HeyTalent
HeyTalent fits teams that want to cut the manual work between search and first contact. It combines real-time extraction of public profiles, especially from LinkedIn, enrichment with verified emails and phone numbers, AI-based filters and automated outreach sequences.
Its main advantage is sourcing continuity. A recruiter can start a Boolean search by job title, keywords, location, experience and company size, extract profiles, apply custom criteria and prepare outreach without constantly switching tools. They can also export candidates to CSV and keep the ATS as the system of record, rather than trying to replace it.
Where it stands out
AI variables make it possible to filter on signals that don't always show up as structured fields, such as English level, accumulated experience, the size of previous employers, or an age estimate based on academic and professional history. For an agency, that flexibility makes it easier to adapt criteria to different briefs and keep searches separate by client.
HeyTalent reports improvements of up to 60% in sourcing speed, a response rate up to 2.5 times higher through automated follow-ups, and savings of up to 5x compared with LinkedIn Recruiter, according to its own commercial metrics. These are not independent benchmarks. It's worth testing them against your market, your target profiles and the real time your team spends verifying contacts.
Rule of thumb: measure cost per contactable candidate, not just the number of profiles extracted.
Published plans run from 2,000 candidates a month at €109 per month, billed quarterly, up to 14,000 candidates a month at €599 per month on Ultra. Agency offers up to 5,000 candidates a month at €214, and the annual option applies a 15% discount, according to the platform's commercial information. Plans include the AI co-pilot, contact search and verification, automated outreach, unlimited CSV exports and unlimited users. Ultra adds priority support.
Limits you should check
Some actions, such as connection requests with a note, may require a LinkedIn Premium Business account. Enrichment quality also depends on the country, on the availability of public data and on the profile being looked up. The HeyTalent website doesn't display customer testimonials or visible external certifications, so an agency should test its hardest roles first and compare results against its current process.
The platform frames the processing of public data under legitimate interest, offers an immediate opt-out and shows information about credits and costs. That helps with operational control, but it doesn't remove the obligations of the data controller. If you add candidates to your ATS or CRM, document the legal basis, limit the data you store and prepare an informative first message.
2. Apollo.io
Apollo.io comes from the world of B2B sales intelligence, but it can serve recruiters who need to find emails and automate outreach. It includes a contact and company search engine, an extension for working on top of LinkedIn, email sequences, engagement features and an API with a credit-based model.
Its main advantage is the breadth of the ecosystem. A small team can start self-service, connect existing tools and build sequences without setting up complex infrastructure. For an agency that combines recruitment with business development, that versatility can be appealing.
The fit is less clear when the priority is evaluating candidates against recruiting criteria. Apollo is oriented more towards identifying contacts and running campaigns than towards filtering profiles by specific talent signals, rediscovering candidates in the ATS or building a complete selection workflow.
What to check before signing
Mobile number quality can vary by country and market. In Spain and other European markets, it's worth comparing a real sample of profiles, especially if the main channel is a direct call. You also need to keep credit consumption under control: a broad campaign can look efficient until each data reveal turns into an operating cost.
Apollo works better as a data and outreach layer than as an ATS replacement. If the team already uses Teamtailor, Viterbit or Workable, the question isn't whether the platform replaces that system, but whether it adds enough valid contacts and automation to justify another flow.
3. Lusha
Lusha offers a straightforward experience for discovering B2B data from LinkedIn and other work surfaces. Its browser extension, CRM integrations and separate credit system for emails and phone numbers make it accessible for individual recruiters and agencies that need to enrich profiles occasionally.
The model has one important consequence. An email consumes one credit, while a phone number consumes 10 credits, according to the conditions described for the tool. That difference forces you to calculate the real cost if your team calls candidates or needs mobile numbers for confidential roles.
Lusha also communicates a compliance framework covering GDPR and CCPA, along with references to certifications such as SOC 2, ISO 27001 and ISO 27701. That can make vendor assessment easier, although responsibility for defining the purpose, the legal basis and the information given to the candidate still sits with the company doing the processing.
To understand how enrichment fits into a complete process, see this guide to data enrichment for recruiting. The difference compared with an end-to-end sourcing platform is that Lusha stands out above all as a contact and integration layer, not as a central environment for search, AI filters and sequence tracking.
The economic decision
Monthly credit rollover can help teams with irregular consumption, but phone numbers remain expensive in usage terms. For a headhunter who only needs to confirm a few contacts, it can work well. For a staffing firm with high volume and recurring phone contact, it's worth comparing cost per usable mobile number rather than the nominal number of credits.
4. ContactOut
ContactOut is built around a Chrome extension for finding contact data directly on LinkedIn profiles. It's a well-known option among individual recruiters and agencies because it reduces the number of steps between identifying a candidate and obtaining an email.
The tool works with LinkedIn, Sales Navigator and Recruiter, and offers email campaigns as well as ATS and CRM sync. Its messaging highlights triple email verification, a useful element for reducing bounces, although final reliability can change depending on region, profile age and the availability of public information.
ContactOut's strength is simplicity. A recruiter can keep their search in LinkedIn and add an enrichment layer without adopting a full suite. It can also fit when the team already has filters, notes and workflows inside the ATS, and only needs better access to contact data.
Email versus phone
Email coverage tends to be more consistent than phone coverage. For an agency working with written outreach, that difference may be acceptable. If the process depends on calls, you need to validate mobile numbers in Spain and in each niche before committing budget, because regional coverage can be uneven.
The guide to contact data in recruiting helps separate obtaining the data from using it afterwards. Finding an email doesn't automatically authorise adding it to any CRM or starting a campaign without transparency.
ContactOut can be a good specialised piece, but it doesn't offer the same reach as a flow that extracts, filters with AI, enriches and automates contact from a single environment. The team has to decide whether it wants a quick extension or a broader platform.
5. ZoomInfo Talent
ZoomInfo offers an enterprise talent intelligence suite through products such as TalentOS and Recruiter. Its ReachOut or Talent extension can overlay contact information on LinkedIn Recruiter, while its features include outreach, ATS export and materials aimed at Talent Acquisition.
The proposition makes sense for large organisations with formalised processes, several recruiters and broader coverage needs. The platform's historic strength is particularly associated with mobile numbers in the United States, so a Spanish company should carefully validate performance on European profiles before extrapolating that advantage.
The main brake is financial and operational. The product is usually sold via quote, annual contracts and minimum seat requirements. For a small or mid-sized team, the cost can exceed the value obtained if all it needs is to reveal emails and a few phone numbers.
When it can be justified
ZoomInfo Talent fits better when the team needs to combine data, sequences, reporting and integration with corporate systems. It can also be reasonable for a company that already has procurement, security and TA operations capable of absorbing an enterprise rollout.
It isn't the obvious choice for an independent headhunter who needs to fill a role quickly. In that case, a tool with transparent pricing and a focus on extraction, filters and outreach can generate more value without paying for modules that go unused.
6. hireEZ
hireEZ, formerly Hiretual, takes an AI-driven outbound recruiting approach. It combines open-web search, rediscovery of candidates already in the ATS, email engagement, analytics and reporting. That combination is relevant for agencies and RPOs managing several requisitions that want to recover talent whose acquisition cost has already been paid.
Rediscovery changes the economics of sourcing. Before buying new data, the team can review whether the ATS contains valid profiles that weren't hired, that dropped out of a process, or that fit another vacancy. For an agency, that capability can reduce duplication and make better use of its own database.
One suite, with conditions
hireEZ aims to cover sourcing, a lightweight CRM and outreach in the same product. That can reduce context switching, but it also requires deeper evaluation than an enrichment extension. Contact quality can vary by niche and country, and pricing isn't published openly, so any comparison has to be based on a demo using your profiles.
ATS integration is central. If the system doesn't import statuses, tags, consent or contact history properly, rediscovery loses part of its usefulness. Before signing, an agency should test deduplication, export, message traceability and control over candidates who have already asked not to be contacted.
The platform may suit a structured staffing operation better than a freelance recruiter. Its advantage doesn't necessarily lie in revealing a single phone number, but in coordinating several sourcing stages and recovering value from data the team already holds.
7. SeekOut
SeekOut is an AI recruiting platform geared towards complex searches, technical profiles, diversity and ATS rediscovery. Its proposition brings together profiles from different sources, diversity filters, People Insights and guided workflows.
It stands out when the problem isn't simply getting an email, but finding scarce talent with professional signals that are hard to capture in a traditional search. Integrating sources such as GitHub and Stack Overflow can help build more complete technical profiles, provided the team reviews the relevance and context of each signal.
The product can also be interesting for teams that need to rediscover candidates in Greenhouse or other ATSs and apply more consistent search processes. However, its pricing isn't publicly listed and contracting is done by package. If the need is limited to contact data, there are simpler and potentially cheaper alternatives.
For technical roles
SeekOut makes more sense for a company hiring engineering, data science or technical profiles on a recurring basis. A specialised headhunter can also take advantage of it if they need sophisticated searches and a research workflow, not just a list of phone numbers.
The guide to people search engines helps distinguish between locating professional signals and obtaining personal contact data. That distinction matters when you combine open sources, ATS and outreach.
Its main risk is paying for research capability the team doesn't use. It's worth defining in advance which technical filters, ATS connections and rediscovery features are essential.
8. AmazingHiring
AmazingHiring focuses on IT profiles and consolidates professional footprints from GitHub, Stack Overflow, Kaggle, Dribbble, Behance and other sources. It also offers a Chrome extension for working from LinkedIn, an ATS or spreadsheets.
For a technical headhunter, the advantage lies in the relevance of the signals. An engineering profile can show repositories, contributions, skills or technical activity that don't appear on a CV. In design, creative sources can add extra context about the work produced.
The tool claims to bring together profiles from more than 40 networks, according to product information. That reach shouldn't be confused with uniform coverage: a source can be very useful for one niche and barely relevant for another. The recruiter has to check whether target profiles maintain enough public activity.
Its place in the stack
AmazingHiring works as a complement to LinkedIn for discovering passive technical talent. It isn't the most natural option if the absolute priority is phone numbers or large volumes of B2B contacts. Its approach sits closer to profile intelligence than to generalist enrichment.
Pricing is available on request and the investment is focused on IT. For a multi-sector agency, it may be more efficient to reserve it for technical searches and use another tool for administrative, sales or high-volume roles.
9. Cognism
Cognism is an enterprise B2B data provider positioned around compliance, European coverage, enrichment and verification. Its proposition includes DPA documentation, security controls and mechanisms related to Robinson or Do-Not-Call lists.
That focus is relevant for teams working with candidates in Spain and other European Union countries. Spain's data protection authority, the AEPD, points out that a public profile doesn't permit any and all reuse of data. If the information is added to an ATS or CRM, the controller must inform the candidate in line with Article 14 of the GDPR, as explained in this guide to sourcing and GDPR in Spain.
Cognism can be a solid alternative when compliance, traceability and European coverage weigh more than the initial price. It can also serve organisations that need formal vendor policies and international transfer controls.
The cost of maturity
Its enterprise model, with negotiation and annual contracts, can be excessive for freelancers and micro-agencies. The decision has to weigh the cost of an incident, the number of markets covered and the legal work the vendor helps document.
It isn't enough for a database to hold European data. The team should ask how each record is verified, when it's updated, how an objection is logged and what evidence remains available for audit.
10. Kaspr
Kaspr, from Cognism, is geared towards enriching contacts from LinkedIn with B2B emails and credit packages for phone numbers. It integrates with LinkedIn and Sales Navigator, allows bulk exports and offers documentation and a help centre in Spanish.
Its fit is clear for SMBs, agencies and European recruiters who want to work on top of LinkedIn without adopting a full enterprise platform. Paid plans include unlimited B2B emails and mobile credits, which simplifies forecasting when email is the dominant channel.
The model changes if the phone is essential. Mobile numbers are limited by credits, so a staffing firm making calls intensively has to calculate how many contacts it needs to reveal, how many turn out to be usable and what share of the budget each channel consumes.
Simple, but not universal
Kaspr offers a straightforward flow, pricing in euros and an experience suited to small teams. It's less complete than Cognism or ZoomInfo in enterprise modules, analytics and corporate workflows, but that reduction can be an advantage if the team only needs to enrich selected profiles.
The tool doesn't replace the ATS, nor necessarily an AI filtering platform. It can complement Teamtailor, Viterbit or Workable, as long as the team keeps candidate traceability, contact status and communication preferences inside the ATS.
Comparison of 10 SignalHire alternatives
| Product | Main feature | Experience / quality | Value proposition and audience | Differentiators / Price |
|---|---|---|---|---|
| HeyTalent (recommended) | Intelligent AI sourcing + real-time LinkedIn extraction and contact enrichment | Always up-to-date profiles; verified emails/phones; +60% speed and 2.5x responses (per vendor) | Recruiters, agencies and freelancers; plans from 2,000–14,000 candidates/month | Custom AI variables, automated outreach, GDPR-compliant; from €109/month (quarterly billing), Ultra €599/month |
| Apollo.io | B2B database + LinkedIn extension + sequences and API | Fast adoption in small teams; mobile quality varies by region | Sales and recruitment teams needing emails and APIs | Credit-based model; self-service plans; watch consumption to avoid costs |
| Lusha | B2B finder with extension and separate email/phone credits | Low learning curve; security certifications (SOC 2, ISO) | SMBs/agencies integrating data into a CRM and prioritising compliance | Credits: 1 email = 1, phone = 10; legal documentation; negotiable pricing |
| ContactOut | Chrome extension over LinkedIn for emails and (sometimes) phones | High email coverage; phones less reliable depending on region | Individual recruiters and agencies with lightweight workflows | ATS/CRM integration and campaigns; team pricing via sales |
| ZoomInfo Talent (TalentOS / Recruiter) | Enterprise suite with LinkedIn overlay and verified data | Excellent US mobile coverage; robust for large teams | Large TA teams and companies with enterprise budget | Enterprise functionality; high price, annual contracts and minimum seats |
| hireEZ (formerly Hiretual) | AI-first platform: sourcing, ATS rediscovery and integrated engagement | Replaces several points in the stack; quality varies by country | Agencies, staffing and TA teams with many requisitions | Flows for RPO/staffing; pricing by negotiation |
| SeekOut | AI recruiting with >1,000M profiles, DEI filters and rediscovery | Highly rated for technical roles; good adoption support | Technical recruiters and DEI projects | Technical and diversity focus; package-based contracting (pricing not listed) |
| AmazingHiring | Multi-source technical search (GitHub, StackOverflow, Kaggle, etc.) | High relevance for engineering and design; limited phone coverage | Headhunters and technical recruiters | Consolidated multi-source profiles; pricing on request |
| Cognism | B2B data with a "compliance-first" approach and good European coverage | GDPR-aligned traceability and verification; Do-Not-Call scrubbing | Teams that require legal compliance in the EU | DPA and transfer controls; enterprise pricing and annual contracts |
| Kaspr (by Cognism) | Enrichment from LinkedIn/Sales Navigator with euro-denominated plans | Simple flow; documentation and support in Spanish | European SMBs and agencies looking for clear EUR pricing | Unlimited emails on plans, credits for mobiles; LinkedIn/CRM integration |
How to choose without paying for features you won't use
The choice depends on the bottleneck, not on the brand with the biggest database. In Spain, average digitalisation of the selection process reached 54.3% in 2019, and HR professionals used an average of 1.24 different profiles to search for candidates on social networks, according to the context gathered in this guide to recruitment sources. Multichannel sourcing is already part of the job, but that doesn't mean every company needs an enterprise suite.
For a freelancer or individual recruiter, prioritise speed, understandable credits, simple extraction and a contact channel you can control. HeyTalent stands out if you need to bring search, AI filters, enrichment and outreach together without assembling several products. ContactOut, Lusha or Kaspr may be more suitable if you already have the process sorted and only want to reveal data.