For recruiters & sourcers
NFC-verified, aged LinkedIn profiles built for sourcing pressure: high-volume profile views, daily InMail bursts, and Recruiter-compatible state. Designed for in-house TA teams, agency recruiters, and executive search firms.
Trusted by lead-gen agencies · 0.01% ban rate · 24h replacement SLA
Recruiters operate at activity profiles LinkedIn rarely sees from "normal" users: hundreds of profile views per day, dozens of InMails, rapid searches across the candidate base. New accounts cannot sustain that. Personal recruiter accounts often cannot either. Purpose-engineered rented accounts can.
A real recruiter views 200–500 profiles in a focused sourcing day. To LinkedIn's anti-abuse model, that pattern looks like scraping unless other signals (account age, trust, behavioral diversity) compensate. Aged, verified accounts carry those compensating signals.
Sending 30 InMails in a single afternoon from a six-month-old account is a near-guaranteed flag. The same pattern from a five-year-old aged account with high trust score is invisible.
Candidates ignore obviously-newly-created recruiter profiles. They respond to recruiters who look established. Account age is a literal response-rate multiplier.
When a recruiter changes firms, the personal profile and its candidate connections leave with them. Renting separates firm-side sourcing infrastructure from individual identity.
Aged, verified recruiter profiles see 15–30% higher candidate response rates in comparable cohorts.
You can run sourcing at agency-scale daily volumes without burning accounts every quarter.
New hire gets an aged sourcing account day 1 — no 90-day delay while their personal profile matures.
Sourcing infrastructure stays at the firm when a recruiter moves on.
Source US candidates from US accounts, UK candidates from UK accounts. Geo-match raises trust.
NFC verification gives enterprise clients a clean answer for "where did this candidate outreach come from?"
Same underlying infrastructure as the general rental, configured for the volume and trust pattern recruiters need.
Accounts arrive in a state Recruiter (Lite, Professional, Corporate) can be attached to. You pay the LinkedIn subscription fee from your own card or ours.
Recruiter-tier inventory skews to 3+ year-old accounts with senior-coded headlines and education history. Candidates respond better to recruiters who look like they have been recruiting for a while.
Aged accounts have higher daily search and profile-view ceilings before LinkedIn flags. We tune the warm-up state for sourcing-style activity.
Sourcing biotech in Cambridge? Get a Cambridge-area profile with a science-coded biography. Sourcing fintech in Singapore? Singapore profile with finance background.
When a firm has 8 recruiters, each gets a fully isolated rental: own IP, own fingerprint, own credentials. Cross-account flags on one recruiter never spread to another.
Recruiters on a hot search cannot wait for a support ticket. Agency-tier customers escalate via direct Telegram to a dedicated AM. Resolution starts within minutes.
Aggregate metrics from recruiting-firm customers across 12 months.
Composite portraits of recruiting customers.
“Senior search consultants need profiles that match the seniority of the candidates they reach. Rented 8-year aged accounts solved that overnight. We stopped getting ghosted by SVPs.”
“Our agency recruiters were each burning a personal LinkedIn account roughly every nine months. Switched to rented infrastructure, and our oldest active rented account is now 18 months in service without an incident.”
“Region match was the unlock. UK-based recruiters sourcing into the US had structurally lower response rates. Switching them to US-passport accounts with US proxies closed the gap in three weeks.”
Composite use cases drawn from agency and in-house customers. Names and identifying details omitted to protect customer confidentiality.
Yes. Every rental is Recruiter-eligible. You attach a Recruiter Lite or full Recruiter subscription using either your card or ours. All Recruiter features work normally.
Depends on tier. Aged tier accounts typically sustain 300–500 profile views per day comfortably. Newer accounts should stay under 200/day. We share the exact tier-specific limits in the welcome doc.
No, because there is nothing artificial about the underlying account — it is a real, NFC-verified human with a real biography and a real connection graph. The only thing rented is operational access for outreach.
Same as any recruiter relationship: you respond on LinkedIn, transition to email or calendar booking, and conduct the call as yourself or your recruiter. The rented account is the channel, not the persona on the call.
Yes — Recruiter notes are tied to the LinkedIn account, not the human operating it. When you reassign the rented account to a new recruiter, the project state and notes stay.
Most enterprise procurement reviews pass after they see the NFC verification chain and signed lease agreements. We provide a security questionnaire response on request.
For C-suite and VP-level outreach, we recommend 5+ year aged accounts. For director-level, 3+ years. For IC-level, any aged tier works. Younger accounts work but with lower response rates.
You can search globally. But response rates are highest when you match the recruiter's account region to the candidate's region. For multi-region sourcing, deploy multiple accounts.
GDPR applies to your outreach activity — not to the rental relationship. We do not store candidate data. Your firm remains the data controller for the candidates you contact through the rented account.
You should treat rental credentials like any other firm asset: stored in a shared secrets manager, rotated when staff changes. We can rotate the recovery email on request to lock out departed staff.
Equip your recruiting team with infrastructure built for volume sourcing.