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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 hourly-refreshed people and job-posting data 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 →Learn more
candidate resolved · live indexREC·CAN
CandidateStaff Engineer
Tenure3.2 yr · current role
Skills18 mapped
Emailverified
Signalprofile edit · 2d
Feedrefreshed hourly
illustrative · pulled livequalified

Representative of the production index, not a real customer.

•1.20B+ people profiles•1.8B+ job postings•Refreshed hourly•One flat priceSee the dataset →
Powering the world's best data teams
AdobeOracleAmazonSpaceXClayAngelListBuyerCaddyRox
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 refreshes hourly and stays reachable.

12months since import
your ATS · static importREC·ATS12 mo old
  • Statusno refresh signal
  • Emailhard bounce
  • TitleSr Engineer (old)
  • Phonedisconnected
  • EmployerMeridian Pay · left
  • Locationunknown
reachable · 15% · 6/6 staledecaying

No refresh. The day you imported it is the last day it was true.

mixrank · refreshed hourlyREC·CANlive
  • Statusopen to work · 2d
  • Emailj.okafor@northwind.io
  • TitleStaff Engineer
  • Phone+1 415 ••• 0022
  • EmployerNorthwind Robotics
  • LocationSan Francisco
0 stale · 120M updates/mocurrent

Same person, refreshed every hour, including the “open to work” signal you can act on.

Illustrative decay, a stand-in profile modelling how an unrefreshed row ages. Reachability shown is from that model, not a measured comparison against a named vendor.

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. Our hourly refresh closes the gap between “in the database” and “actually findable” instead of letting it widen. It comes as a raw feed, a candidate data API and job posting data API your platform builds on directly, not another dashboard your team logs into.

01

Passive candidates are the real market, not the exception

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. It turns a database of dead leads into a re-activatable pipeline without a fresh sourcing spend.

03

Developer sourcing data that resolves a real location

Location data unlocks sourcing 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 the open talent web becomes a row in your ATS.

01→

Scan the talent web

1.20B+ 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, before a competitor does.
  • 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. Source off the shape of a strong hire, not a fixed checklist.
  • Employment Overlap & Warm Paths. Find the warm intro hiding in a shared employment history.
By the numbers

Talent data that never goes stale.

An hourly refresh means the candidate you surface is reachable today, not the day they were added.

1.20B+People profiles
1.8B+Job postings tracked
268M+Developer profiles
120M+Companies tracked
24.5M+Postings open now
HourlyRefresh, flat price
Test the data

Reach the candidates who never said they were looking.

Book a 20-minute call. Bring a role, a target geography, or a stale candidate database, and we'll show you what's actually current.

Talk to our data team →

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, which is what makes passive sourcing possible at all.
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's underlying dataset refreshes hourly, 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, not just where it came from.
How does MixRank compare to other recruitment data providers?
MixRank crawls the core of its dataset directly rather than reselling aggregated data, refreshes hourly at one flat price, and publishes fill rates by field instead of a blanket accuracy claim.
•API•Flat-file•PostgreSQL tables•Hosted by MixRankTalk to our data team →