Find decision makers at every qualified company

Two tools, and the difference matters

They sit next to each other in the Toolbox and the names are almost identical, so this catches almost everyone. Find People matches job titles you supply. Find People Agent works out the titles for you from a description of the role.

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1. 1Find People: based on the provided company website and job titles.
2. 2Find People Agent: finds the right people even when you do not know the exact job title.
3. 3Both are charged per result, so a company that returns nobody costs you nothing.

Describing the role, with the Agent

1. 1

   Confirm every row has a website

   The website is the required input and it is what the agent resolves each company against. Rows without one are skipped. If you have gaps, run Official Website Finder on those rows first.

2. 2

   Open the Toolbox and pick Find People Agent

   Find people is the first category in the sidebar. The Agent is the second card.

3. 3

   Answer the question the field actually asks

   The field is headed "Who do you want to find?" and the helper text underneath says it plainly: describe who you want to find, by role, not exact job title. Name the responsibility, the seniority you want, the fallback you will accept, and anything to skip.

   

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   1. 13 credits, charged per result. Nothing found on a row means nothing charged for that row.
   2. 2The role description. The placeholder is a good template: whoever leads HR, chief level if they have one, otherwise a VP, director or head, skip recruiters, located in APAC.
   3. 3The website column, required, with a live sample from your own table so you can see it picked the right one.
   4. 4Emails are a separate charge, added per email on top of the per person price.
   5. 5The estimate, before you press anything: your row count times the unit price.

4. 4

   Set Profile Quality Strictness deliberately

   How strictly to filter profiles by quality and bot scoring. High keeps only high confidence profiles. Mid is the default and keeps more. Leaving it unset lets the default decide something you should decide.

5. 5

   Gate it with a condition so it runs only on rows that qualify

   Conditions live under Optional, right beside the estimate. Add a rule and watch the estimate fall. This is where the cost discipline from the Practitioner track gets enforced rather than remembered.

   

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   1. 1Conditions, next to Dependencies. Both travel with the column rather than with your view.
   2. 2Two rules here. The estimate underneath moves as you tighten them.

6. 6

   Create the column and read one cell

   Open a returned cell in the Data Point Explorer. It shows which profiles were selected, which were rejected, and why each rejection happened. That last part is what tells you whether your strictness is right.

The exact role description to start from

Whoever leads marketing. Chief level if they have one, otherwise a VP, head or director. Skip agency, freelance and consultant profiles. Prefer someone based in the same country as the company.

Four sentences and each one is doing a job. The first names the responsibility. The second sets a seniority ladder with a fallback, so a twelve person company still returns its founder. The third excludes the profiles that pollute this kind of search. The fourth breaks ties.

What comes back, and how to read it

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1. 1Thirty six percent, in green, red and amber. Completion, rejections and skips, in one bar.
2. 2Skipped. The tool never ran here, so nothing was charged and nothing was missed.
3. 3The reason: this row is B2C, and the condition asked for B2B.

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1. 1Selected and Rejected, each with a count. A cell showing one profile may have considered a dozen.
2. 2The banner names the cause and the fix.
3. 3A reason per rejection, so you can tell a bad match from a setting that is simply too tight.