The global staffing industry generates over $28 billion in annual revenue, and the agencies that grow fastest are the ones that source candidates faster, advise clients with better market data, and deliver measurable results while competitors are still manually scrolling LinkedIn. In today's talent market, LinkedIn is the primary sourcing channel for professional candidates — but manual searches are limited, slow, and don't scale. OneScraper automates the data layer that powers every high-performing recruitment operation: LinkedIn candidate profiles at scale, job market intelligence from Indeed and Glassdoor for salary benchmark reports, and competitor job posting analysis that tells you where the market is moving before your clients ask. Whether you're a boutique executive search firm, a high-volume commercial staffing agency, or an internal corporate talent acquisition team, OneScraper gives you the candidate pipeline depth, market intelligence accuracy, and operational speed to differentiate your practice in the most competitive labor market in a generation.
Start Free — 100 Credits on SignupThree core data streams that power candidate sourcing, client reports, and market intelligence.
LinkedIn is the primary professional network for virtually every white-collar industry, and OneScraper gives recruitment teams direct, automated access to its public profile data at a scale that manual searching simply cannot match. Pull structured candidate data including name, current title, current company, location, skills, education, and LinkedIn URL — filtered by job title keyword, industry, geography, and seniority level — to build targeted candidate lists for any role in minutes rather than hours. A recruiter searching for Senior Financial Analysts in Chicago with CPA credentials and investment banking backgrounds can have 500+ matching profiles in their ATS by 9am, rather than spending the morning manually scrolling and saving profiles one at a time. Run searches for multiple open roles simultaneously and build your candidate pipeline proactively, before clients call with urgent vacancies.
Job market intelligence — salary ranges, hiring volume by role and location, time-to-fill trends, and skills in demand — is the foundation of the salary benchmark reports that your best clients rely on to make compensation decisions. OneScraper pulls structured job posting data from Indeed including job title, advertised salary range, company, location, posting date, and job requirements. Aggregate this data across hundreds of postings to build role-specific salary benchmarks for any job function and geography, updated in real-time rather than relying on annual survey reports that are outdated the moment they're published. Track hiring volume trends to identify which roles are seeing explosive demand growth — giving you a three-to-six month early warning of where your clients will need talent support before they come to you with a reactive, urgent request.
Understanding the employers you represent — and the ones you're pitching — is essential for any recruitment firm that wants to be taken seriously as a strategic partner rather than a transactional vendor. OneScraper pulls Glassdoor company reviews, ratings, culture scores, management ratings, and compensation satisfaction data for any employer, giving you an honest picture of what candidates actually experience. Use this data to prepare informed pitches for new client targets, to advise existing clients on the cultural factors driving their attrition (and therefore their recurring hiring needs), and to give candidates an honest preview of what they're walking into before they accept an offer and blame your agency when it doesn't match their expectations.
Three tools that automate your entire talent sourcing and market research workflow.
The LinkedIn Profile Scraper is the cornerstone tool for every recruitment team using OneScraper. Search by job title keyword, industry, location, company size, and seniority level to build precisely targeted candidate lists for any open role or talent pipeline initiative. Results include name, current title, current company, location, skills, education, and LinkedIn URL — all the fields your ATS needs to begin the outreach workflow. Run searches for multiple roles simultaneously, schedule daily sourcing jobs to keep pipelines fresh, and combine results across multiple geographic markets for roles requiring specific functional expertise regardless of location. The free plan gives you 100 profiles to validate your first search; paid plans support the full 10,000-profile volume that high-velocity staffing operations require.
View Tool →The Indeed Job Scraper is the tool that powers client-facing salary benchmark reports — the deliverable that turns a recruitment agency from a placement service into a trusted market intelligence partner. Pull job posting data including title, advertised salary, company, location, and posting date for any role in any market. Run searches across hundreds of postings to calculate median salary ranges, identify salary variance by region, and track how compensation for specific roles has changed over the past 30, 60, or 90 days. The agencies that deliver quarterly salary benchmark reports to their top clients have measurably lower client churn — clients don't leave advisors, they only leave vendors, and the benchmark report is the fastest way to become an advisor.
View Tool →Glassdoor is where employees share their honest views on compensation, culture, management, and work-life balance — and that data is invaluable for recruitment agencies advising both candidates and client employers. The Glassdoor Scraper pulls reported salaries, total compensation estimates, company ratings, culture scores, interview difficulty ratings, and review text for any company and role combination you search. Use salary data to validate your benchmark reports with employee-reported figures rather than just advertised ranges. Use culture and review data to advise candidates on what they're really walking into, and to advise client employers on the specific areas — management effectiveness, career development, work-life balance — where their Glassdoor profile is costing them candidates before the first interview.
View Tool →Three use cases that cut sourcing time and increase placement rates.
A mid-sized technology staffing firm handling 40 concurrent open roles across 8 client accounts had a sourcing problem: their 12 recruiters were spending an average of 3.5 hours per day manually searching LinkedIn — time that should have been spent on calls, interviews, and client relationships. After implementing OneScraper's automated LinkedIn sourcing workflow, a single operations person configures the morning sourcing runs across all 40 roles, and the structured candidate lists are waiting in each recruiter's queue when they arrive. Recruiter productivity shifted dramatically: less time sourcing, more time selling. The firm's average time-to-present (from role receipt to first candidate slate) dropped from 6 days to under 2 days, which became a key differentiator in competitive pitches for new client business. For staffing firms competing on speed, this is the operational change that creates a structural advantage.
An executive search firm specializing in financial services roles began delivering quarterly salary benchmark reports to their top 15 client accounts — 8-10 page documents covering compensation trends for the five to eight roles each client hired most frequently, built from current Indeed and Glassdoor data rather than year-old industry surveys. Client retention in the 18 months following the launch of the benchmark report program increased from 71% to 89%. Three clients who had never used the firm for temporary placements began using them for contract staffing after the benchmark reports gave the firm credibility as a market expert, not just a resume-forwarding service. The reports cost approximately 90 minutes each to produce using OneScraper data, and each one generates far more in retained revenue than the time invested. This is the highest-ROI deliverable in recruitment.
Monitoring competitor and client-sector job postings on Indeed gives recruitment firms an early warning system for talent market shifts. When a technology company begins posting 40 DevOps roles in a market where they typically post 5, something strategic has changed — an acquisition, a new product launch, a major expansion — and the recruitment firms who detect it first are the ones who call with solutions before the client has even finished writing the JD. One commercial staffing agency built a weekly competitor posting monitor for its five largest client industries, and used the trend data to approach clients proactively with talent availability briefings. The practice generated over $200K in incremental revenue in its first year from retained work that originated from proactive outreach — all enabled by a data workflow that takes their ops team less than 2 hours per week to maintain.
Structured candidate profiles ready for your ATS or recruiter workflow.
| Name | Current Title | Current Company | Location | Skills | Education | Profile URL |
|---|---|---|---|---|---|---|
| Natalie C. Brooks | Senior Marketing Manager | TechFlow Inc. | Austin, TX | SEO, PPC, HubSpot | MBA, Univ of Texas | linkedin.com/in/ncbrooks |
| Kevin A. Zhao | Software Engineer III | DataSpark Corp | Seattle, WA | Python, AWS, React | BS CS, UW Seattle | linkedin.com/in/kazhao |
| Yasmin R. Johnson | HR Business Partner | Meridian Health | Chicago, IL | SHRM-CP, Workday | BA HR, Loyola Univ | linkedin.com/in/yrjohnson |
Three steps to a full, automated talent sourcing pipeline.
Enter the job title, industry, location, and any skill or credential keywords that define your target candidate. The more specific your search parameters, the higher the quality of your output — generic searches produce generic candidate lists, while precisely targeted searches produce shortlists that your team can immediately begin working. You can filter by seniority level keywords ("Senior," "Director," "VP," "Lead"), company type (startup vs. enterprise, specific named companies), and geographic precision from national down to city-level. For salary benchmark runs, enter the role title and target markets to pull current posting data. For competitor monitoring, enter company names or industry keywords to track posting activity over time.
Submit your job and OneScraper begins pulling structured data from LinkedIn, Indeed, Glassdoor, or your chosen source. Most sourcing runs complete within minutes — a 500-profile LinkedIn search typically finishes in under 10 minutes; a 5,000-profile run completes within an hour. You can queue multiple jobs simultaneously so your full day's sourcing for multiple open roles runs concurrently. While the jobs run in the background, your recruiters can focus on the calls, emails, and interviews that actually require human judgment and relationship skill. The scheduler allows you to set any saved search to run automatically at a defined interval, so recurring pipeline refreshes for your most active roles happen without any manual trigger from your team each day.
Download your candidate data in CSV for direct import into Bullhorn, Greenhouse, Lever, iCIMS, JobDiva, or virtually any ATS on the market — all accept standard CSV without custom configuration. For salary benchmark reports, the structured Indeed and Glassdoor data imports into Excel or Google Sheets, where your market intelligence templates are waiting to populate automatically. Growth plan users receive JSON export and REST API access for direct integration into proprietary systems, ATS webhooks, or internal analytics platforms. Many larger agencies use the API to automate the full end-to-end workflow: sourcing jobs run on schedule, results route to the appropriate recruiter queues by role, and the entire operation runs overnight without any manual intervention required.
OneScraper changed how our entire agency operates. Our recruiters used to spend the first two to three hours of every morning doing manual LinkedIn searches — essentially paying senior people to do data entry. Now they come in to a complete, filtered candidate list for every active role, ready to work immediately. We went from presenting first candidate slates in 5-6 days to under 2 days, which has been a genuine competitive differentiator in pitch meetings. But the bigger change has been the salary benchmark reports we now deliver to our top 20 clients every quarter. Those reports have made us indispensable — clients don't leave advisors. Our retention rate went from 72% to 91% in 18 months. I wish we had started using OneScraper three years earlier.
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