Hiring-Authority Research
Know Who to Contact Before You Reach Out.
The wrong contact costs you the account. We research who is most likely to own a hiring need, show you the evidence, and are explicit about what is verified and what is our best assessment.
How the work flows
- CompanyStructure and teams01
- DepartmentWhere the vacancy sits02
- Role mappingReporting lines and context03
- EvidenceVerified or researched, labelled04
- ContactProfessional details where permitted05
Overview
The right person, with the reasoning shown.
Job titles vary between companies, team structures change and the person named on a vacancy is not always the one who signs the terms. Good hiring-authority research looks at department responsibilities, reporting context and the vacancy itself before naming anyone.
Every contact we research carries a clear status, so your consultants know whether they are approaching a verified owner of the need or an informed starting point.
At a glance
- Talent Acquisition leaders
- Hiring managers and department heads
- Engineering and technology leaders
- Sales and finance leaders
- HR and People leaders
- Founders and managing directors
- Professional background
- Reporting context
- Department responsibilities
- Vacancy relevance
Scope
What this service covers
Talent Acquisition leaders
Heads of TA, talent partners and recruitment managers.
Hiring managers and department heads
The people who carry the vacancy day to day.
Engineering and technology leaders
CTOs, VPs and heads of engineering, data and IT.
Sales and finance leaders
Commercial and finance heads for go-to-market and finance hiring.
HR and People leaders
Where HR owns supplier relationships or PSL decisions.
Founders and managing directors
In smaller businesses, often the real owner of hiring.
Evidence standard
Verified responsibility vs researched assumption
Two different things, always labelled differently.
Supported by direct evidence, recorded with the source.
- Named as hiring manager or contact on the vacancy
- Responsibility stated on the company site or in their own professional profile
- Confirmed by the person or the client in a previous conversation
A reasoned view from the available evidence, marked as such.
- Title and department suggest ownership of the function
- Reporting lines inferred from team structure
- Seniority and timing suggest involvement in the hire
Every contact is labelled as verified or researched, with the evidence recorded.
Deliverables
A hiring-authority map
Per account, with every contact’s status visible at a glance.
Illustrative structure only. Columns and formats are agreed with each client.
A hiring-authority map
IllustrativeOur approach
How we run it
- 01
Start from the need
The vacancy, signal or account brief.
- 02
Map the structure
Departments, leaders and reporting context.
- 03
Label the evidence
Verified or assumed, with sources.
- 04
Hand over
Ready for BD, MPC or vacancy outreach.
We use approved tools, cross-check details where possible and record the source and verification status of every contact, so your team knows exactly how each one was confirmed.
Keep exploring
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