Account executives with two or fewer employers in the last twelve years
Needs: Dated title and company history
Data for recruiting and talent
Find the whole candidate pool, not the ones who applied.
Brokerages recruit agents. Lenders recruit loan officers. Companies recruit from competitors and from specific programs. We build the population and tell you who just moved.
830M+public professional profiles, refreshed monthly
~1.7Mcurrent US engineers with dated history
~540kcurrent US account executives
62real estate license registers, monthly
Recruiting data from CompCurve is a monthly set of dated work histories and license registers, cut into candidate pools by tenure, promotion path, industry switch and register moves. Most recruiting-data searches run on a title, a location and a years-of-experience slider, which is a person's current job. The cuts below run on the whole dated history: how long someone stayed, how they were promoted, which industry they came from, and whether the register says they moved last month. Each card is one query we run today, with an estimated, rounded count of the people it returns in the United States, scaled from a one-in-eight sample.
Quota-carrying talent
Sales leaders
Loyalty, promotion velocity and industry switches, read from dated work histories rather than a current title.
SDRs promoted to AE inside 18 months who are now three or more years in seat
Needs: Ordered titles inside one employer
Sales reps who moved from software into industrial, medical device or manufacturing
Needs: Industry on every past employer
VPs of Sales promoted at least twice inside their current company
Needs: Three or more titles at one employer
Field list and sample rows: Sales talent data.
Technical talent
Engineering leaders
Tenure cohorts, career paths and employer histories that a skills filter cannot express.
Engineers 3.5 to 4.5 years into their current company, the vesting-cliff window
Needs: Current role start date
Staff or principal engineers with ten or more years and three or fewer employers
Needs: Full dated history
Engineers who moved from the large consultancies into product companies
Needs: Employer history
Engineers with two or more years at a defense contractor
Needs: Employer history with dates
6 more cuts, the field list and sample rows: Technical talent data.
Decision makers
Executive search
Tenure math and promotion paths for finance, sales and marketing leadership.
CFOs averaging six or more years per employer across three or more companies
Needs: Tenure computed on every role
Heads of marketing new in role within the last 90 days
Needs: Current role start date, monthly refresh
Field list and sample rows: Decision maker contacts.
Licensed agents
Brokerages and teams
The state registers, matched to contact data and diffed month over month.
Agents who changed brokerage between the last two monthly files
Needs: Two consecutive register snapshots, matched on license number
First licensed in the last twelve months
Needs: Original issue date on the license
Licensed agents who used to carry a corporate sales quota
Needs: License population joined to dated career history
Agents who held a VP, director or C-level title before real estate
Needs: License population joined to dated career history
Field list and sample rows: Real estate license data.
How these are counted
Counts are estimates: a one-in-eight sample of the professional graph, US profiles only, scaled to the population and rounded, August 2026 release. Every cut is a query over self-described titles, employers and dates, so a match is a filter to sample, not a verdict about a person. License counts come from the monthly registers, September 2026 data. Career-changer counts come from a US real estate professional profile extract joined to the registers.
Compliance
Sourcing and outreach only. Not a consumer report; not for employment, credit, insurance or housing eligibility decisions. Phones carry line type, every row carries its observation date, and privacy requests are handled as described in the privacy policy. Details in the privacy policy.
Questions we get
What is in the recruiting data?
Two things. Licensed-professional registers, refreshed monthly for 62 real estate jurisdictions and matched to email and mobile. And a professional graph of public profiles with dated title, employer, industry and education history, refreshed monthly, which is what the tenure and career-path cuts run on.
How fresh is it?
License registers are monthly, with the snapshot month printed on every page. The professional graph is refreshed monthly; job-change signals are diffed weekly.
How is it delivered?
CSV or Parquet to S3, SFTP or your warehouse; REST API and batch append for enrichment; a Snowflake share for large recurring pulls.
How is a cut priced?
By the size of the pull and whether it refreshes. We quote after a count, and a sample comes first.
Where does it come from?
Registers come from the regulators that publish them. Profile data is public-web sourced and carries the observation date on every row. Career-path cuts are computed from self-described titles and employers, so a title regex is a filter, not a verdict.
What is it for, and what is it not for?
It is for sourcing and outreach only. It is not a consumer report and is not for use in employment, credit, insurance or housing eligibility decisions.