Employee data: A full overview of experience and skills

Coresignal specializes in gathering publicly available information from online sources. These sources primarily encompass professional social networks and other business-related platforms. You may familiarize yourself with these sources transparently disclosed on the data sources page.

Coresignal’s employee database is used by HR professionals, investors, and lead generation companies.

There are many types of employee data that varies based on perspective. The main ones are personnel information, employment details, job details, and salary data:

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1. Personnel information. This type of employee data primarily includes basic yet essential details about an individual. It encompasses the employee's name, location, connections in the professional sphere, and more. Such information is foundational for understanding an employee's background and is often the starting point for more in-depth analysis. In the context of talent sourcing and lead generation, personnel information helps in identifying potential candidates or clients and understanding their geographic and professional network context.
2. Employment details. Employment details go a step further by providing insights into an employee's career trajectory. This includes data points like the start date at their current position, previous roles, and the length of employment at each position. Such information is invaluable for understanding an employee's stability, career progression, and experience in the industry. For investors and HR professionals, these details can reveal patterns in talent movement and highlight potential opportunities or risks.
3. Job details. Job details are more specific and focus on the nature of the employee's current and past roles. This includes their position title, job responsibilities, and possibly a description of their role. This type of data is crucial for understanding the skill set and expertise of an employee, making it particularly useful for recruiters and companies looking to source talent with specific competencies or experience.
4. Salary data. Salary data can provide significant insights into the market value of certain positions and the compensation trends within an industry. This information can be used for benchmarking salaries, understanding industry standards, and in negotiations for new hires or promotions. It's a critical component for companies aiming to maintain competitive and fair compensation practices.

1. Talent sourcing. For HR professionals and recruiters, employee data is a goldmine for sourcing the best-fit talent. With access to up-to-date information on qualified candidates globally, recruiters can streamline their search process. Data points such as employment length, location, position title, and job descriptions enable a more targeted approach, allowing recruiters to find candidates who not only have the required skills and experience but also are likely to be a good cultural fit for the organization.
2. Investment intelligence. Employee data is a valuable asset for investors looking to identify emerging business opportunities. By tracking talent movement, investors can gain insights into company growth, industry trends, and potential market shifts. For example, a significant influx of employees with specific skills into a company could signal a new strategic direction or innovation, presenting a potential investment opportunity. Similarly, tracking where top talents are moving can provide clues about the health and future prospects of companies.
3. Lead generation. Companies can leverage employee data to fuel their lead generation pipelines. With millions of member records, businesses can develop a qualified list of prospective clients and new contacts. This use of employee data is particularly beneficial for B2B companies, where understanding the decision-makers and influencers in a target company is crucial for effective marketing and sales strategies.
4. Market analysis and competitive intelligence. Employee data can provide valuable insights for market analysis and competitive intelligence. By analyzing trends in talent movement, companies can gauge the health of competitors and the overall industry. For instance, a trend of talent moving away from a particular sector could indicate a decline, while an influx might suggest growth or innovation. This information helps businesses in strategic planning and staying ahead in the market.

Employee data collection involves gathering a wide range of information about employees, typically from various public web sources. This process is crucial for organizations as it helps in making informed decisions in areas such as talent sourcing, investment intelligence, lead generation, and more.

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The methods of collecting employee data are diverse and can include extracting information from professional networking sites, public records, and other online platforms where professionals share their career details. This data often includes, but is not limited to, names, job titles, employment history, educational background, and professional connections.

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The collection of employee data is not just about accumulating information, it's about ensuring the data is current, relevant, and accurate. At Coresignal, we employ systematic updates and discovery processes to keep the data fresh and valuable.

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This aspect is particularly important as the job market and individual career paths are dynamic, with frequent changes. By regularly updating the databases, we ensure that the data reflects the most current state of an individual's professional journey, making it a powerful tool for their clients.

Data security is one of the main priorities. We store data in a protected dataset to avoid breaches and leaks.

Coresignal's funding data shows the companies that received funding and also the investors. For example, you could see that a venture capital firm from Silicon Valley, San Francisco has deployed the first round of investment to a specific startup company and when it happened.