--- title: "Candidate Enrichment Data · HR & ATS | MixRank" description: "Candidate enrichment through one API: people and job-posting data in hourly update files, for recruiting and ATS platforms that need a wholesale data source." url: "https://mixrank.com/solutions/candidate-enrichment/" --- Solution · HR & ATS # Candidate enrichment data built for the platforms recruiters actually use. Most strong candidates never flag themselves open to work, so an ATS that only enriches active applicants is working from a fraction of the real market. We ship people and job-posting data in hourly update files through a single candidate enrichment API, built for recruiting and ATS platforms that need a wholesale data source behind candidate enrichment, passive sourcing, and job-posting features. [Talk to our data team ](/get-started/)[Learn more](/datasets/people-data/) •1.2B people profiles•1.5B+ job postings since 2021•Hourly update files•One flat price[See the dataset](/datasets/people-data/) Used by data teams at Freshness engine ## Your database decays. Ours stays fresh. Import a candidate today and do nothing. Drag the clock forward. Your static row goes wrong field by field, while the same record on MixRank picks up changes from hourly update files and stays reachable. Why MixRank ## A full ATS isn't the same as a findable one. Why does an ATS end up with thousands of candidates and still leave a recruiter unable to find anyone worth calling? Usually because the records are static, a title, a company, and a resume upload from whenever the candidate last touched the system, none of it updated since. Hourly update files close the gap between “in the database” and “actually findable”. It comes as a raw feed, a candidate data API and job posting data API your platform builds on directly. 01 ### Reach candidates who haven't said they're looking A strong candidate rarely marks themselves open to work. The real signal is a profile edit: someone quietly testing the market before they say so publicly, read alongside role tenure and employer trajectory. Our recruiting customers describe this exact pattern, strong candidates who don't put “looking for work” up right away. 02 ### The candidates you already have are worth re-enriching Re-run enrichment against the existing database instead of only net-new applicants, and surface who's changed roles or seniority since their last touch, so a past “no” doesn't stay a permanent one. 03 ### Developer sourcing data that resolves a real location Location data helps with sourcing that a resume database can't do well on its own. Matching Developer Social activity to Professional Social profiles resolves a real location instead of a self-reported city field, useful for a geo-constrained search: a specific metro, a language requirement, a regional pool a keyword search alone would miss. 04 ### Delivery you can actually build on Take it as an API, a flat file, or a hosted database. We run the whole index in datacenters we own, on file systems and open-source tooling we built for data this size. That is what keeps one flat price workable at volumes most vendors meter. How it works ## How a public profile becomes a row in your ATS. 01 ### Collect public profiles 1.2B people profiles 02 ### Resolve candidates profile ↔ email ↔ company 03 ### Enrich profiles 250+ fields + niche 04 ### Deliver to your ATS hourly · API · hosted What you get ## Where this shows up in a real product. * Passive Candidate Sourcing. Surface people who haven't flagged themselves as open. * ATS Data Enrichment. Keep existing candidate records current instead of static from the day they were added. * Candidate Re-Engagement. Re-activate a stale pipeline by re-enriching candidates already in your database. * Developer Sourcing by Location. Resolve real location across platforms to reach a specific market, city, or region. * Lookalike Candidate Sourcing. Find people whose career path looks like a strong hire's. * Employment Overlap & Warm Paths. Find the warm intro hiding in a shared employment history. By the numbers ## Changes ship in hourly update files. A candidate's record shows the moves we've picked up since they were added. 1.2BPeople profiles 1.5B+Job postings tracked 275MDeveloper profiles 120M+Companies tracked 2021Job postings from HourlyUpdate files, flat price Test the data ## Reach the candidates who never said they were looking. Book a quick call. Bring a role, a target geography, or a stale candidate database, and we'll pull it live. [Talk to our data team](/get-started/) no credit card · founder-owned · we read every reply FAQ ## Answers to your frequently asked questions What is candidate enrichment? Filling in missing or outdated candidate fields from an external data source: current employer, tenure, location, skills. Enrichment happens once when a candidate is added. The harder and more valuable part is re-enrichment, keeping that record accurate as the candidate's career moves on. Do candidate enrichment tools work for passive candidates? Only if they track signal beyond an active application. MixRank surfaces profile edits, role tenure and employer trajectory. Those are the signals that predict someone is open to a move before they say so publicly. How does candidate enrichment work with my ATS? MixRank doesn't replace an ATS. It feeds one, as a people data API for recruiting platforms rather than a standalone tool. Data delivers via API, flat file, or warehouse into whatever system you already run, so enrichment happens inside your existing workflow instead of a separate tool your team has to check. What data points are included in a candidate profile? Current and past employers, title, tenure, location, education, skills and public professional activity, all matched into one record per person. We publish fill rates by field instead of implying accuracy, so you see coverage gaps before you build on them. How often should candidate data be refreshed? There's no universal answer, but checking any record older than 30 to 180 days and forcing a refresh the moment a job-change signal fires is a common pattern. MixRank ships an update file for the underlying dataset every hour, so re-enrichment can run as often as your cost model supports. Is candidate data collection GDPR and CCPA compliant? MixRank collects only publicly available information. Specific compliance questions, including GDPR and CCPA requirements for your particular use case, are best addressed directly with the MixRank team, since the right answer often depends on how you're using the data. How does MixRank compare to other recruitment data providers? MixRank collects the core of its dataset directly rather than reselling aggregated data, ships hourly update files at one flat price, and publishes fill rates by field instead of a blanket accuracy claim. •API•Flat-file•PostgreSQL tables•Hosted by MixRank[Talk to our data team](/get-started/)