# How to Find Contact Details for Recruitment Leads (Without Breaking the Rules)

> The best contact details for a recruitment lead come from public, company-controlled sources: the job ad, the company website, official registers such as Companies House, LinkedIn and the switchboard. Verify the person still holds the role, document why you are processing their data, tell them where you got it and stop immediately if they object.

Source: https://hiring-intelligence.io/en/blog/find-contact-details-recruitment-leads
Author: Philipp Kaming · Published: 2026-11-08

You have found a company that is hiring. The role fits your niche, the location works and the vacancy has been live for three weeks. Then you hit the wall every recruiter knows: who do you actually call, and how do you reach them?

A job ad rarely names the person who owns the vacancy, so many agencies end up guessing, calling the switchboard blind or buying a list that is half out of date.

This guide walks through where decision-maker contact details really come from, how to check them before you pick up the phone, and how to handle personal data in a way you can defend if someone asks.

## Which contact details do you actually need?

For a first call you need far less than most data tools try to sell you:

| Data point | Why you need it | Typical source |
|---|---|---|
| Full name and job title | So you ask for the right person and use their name | Job ad, website, LinkedIn, registers |
| Department or function | To check they own the vacancy | Job ad, LinkedIn |
| Switchboard number | Always works as a route in | Company website, Google Business Profile |
| Direct dial or mobile | Saves the gatekeeper step | Job ad, the receptionist, the person themselves |
| LinkedIn profile | Context, recent moves, a second channel | LinkedIn |
| Business email | A second channel for follow-up | Job ad, website, the person themselves |

Name, title and a number that rings in the right building get you most of the way. Everything else is a bonus. If you are still unsure who that person should be, read [who to contact in recruitment business development](/en/blog/who-to-contact-recruitment-business-development) first.

## Where do recruiters find decision makers' contact details?

### 1. The job ad itself

Start where the signal started. Many ads, especially at small and mid-sized companies, name a contact person for questions, sometimes with a phone number. Read the whole ad and look for:

- "For questions, contact {name}" at the bottom.
- A reference to the team lead ("you will report to our Head of Operations").
- A phone number that differs from the switchboard, which is often a direct line.

### 2. The company website

Smaller businesses often have an "About us" or "Team" page with names and roles; mid-sized companies often list their leadership team.

If the company is based in Germany, Austria or Switzerland, the legal notice (Impressum) is worth a look. German law requires websites run by companies to name their authorised representatives there, which usually means the managing directors.

### 3. Official company registers

Registers are reliable for one thing: who formally runs the company.

- **UK:** Companies House lets you search company officers for free, including current and resigned directors with their appointment dates. Officers usually give a correspondence address, often the company's office, so you will not find personal phone numbers there, and you should not be looking for them.
- **US:** Each state's Secretary of State runs its own business entity search. In many states, corporations list officers and directors and LLCs list members or managers in their annual reports, but what is published varies from state to state.

Registers tell you who the directors are, not who owns your vacancy. For a 30-person firm in Leeds that is often the same person. For a 2,000-person group headquartered in Chicago it almost never is.

### 4. LinkedIn

LinkedIn is the fastest way to find the hiring manager behind a role: search the company, filter by function and seniority, and check who posts about the team.

Do it manually, though. LinkedIn states that it does not permit third-party software such as crawlers, bots or browser extensions that scrape the site or automate activity on it. Using such tools can get your account restricted, and it is not a foundation you want your agency's pipeline to rest on. For outreach on the platform itself, see [LinkedIn business development for recruiters](/en/blog/linkedin-business-development-for-recruiters).

### 5. The switchboard

The most underrated source of all. Receptionists know who leads which team, and they can give you the direct dial. Keep it short and confident:

> "Hi {name}, it's {your name} from {agency}. Could you put me through to {full name}, please? I'll hold."

If they ask what it is about, be honest:

> "It's about the {role} you're advertising in {city}."

If the person is not available, do not leave a vague message. Ask for the direct dial and the best time to call back, and write both into your CRM. More on this in [getting past the gatekeeper](/en/blog/getting-past-the-gatekeeper-recruitment).

### 6. The person themselves

A good first call ends with an appointment, and booking it is the natural moment to confirm the email for the invite and the best number:

> "Right, let's put something in the diary. How does tomorrow look? I'll send the invite to your work email, is that the best one? And what's the best number to reach you on?"

## How do you check contact details before calling?

People change jobs, leave and get promoted. A quick check before each call saves awkward conversations:

| Check | How |
|---|---|
| Still at the company? | LinkedIn profile, team page, recent posts |
| Still in this role? | Job title on LinkedIn vs. your CRM |
| Right function for the vacancy? | Does the role report into their department? |
| Right seniority for the company size? | Group CEO of a 10,000-person company = wrong contact |
| Number belongs to the company? | Same area code or number range as the main line |
| Vacancy still live? | Open the ad again before you dial |

## How do you stay GDPR-compliant when researching contacts?

If you work with contacts in the UK or the EU, business contact details of named people are personal data. That does not mean you cannot use them, but it does mean you need to handle them properly. This is a general overview, not legal advice. If in doubt, speak to a data protection specialist.

### Have a lawful basis and write it down

Most agencies rely on legitimate interests for business development. The GDPR's recitals state that processing for direct marketing may be regarded as a legitimate interest, but you still have to weigh your interest against the person's rights. Do one, keep it on file and review it when your process changes.

Practical consequences:

- Only collect what you need for a business conversation: name, role, business contact routes.
- Stick to people in a business role relevant to your offer.
- Do not collect private addresses, private social profiles or personal mobile numbers you found somewhere obscure.

### Tell people where you got their data (Article 14)

If you did not get the data from the person directly, Article 14 GDPR requires you to inform them, for example about who you are, why you process the data and where it came from. You must do this within a reasonable period and at the latest within one month, or at the latest at your first communication if you use the data to contact them. Many agencies keep a short privacy notice on their website and point to it in their first contact.

### Respect objections immediately (Article 21)

Under Article 21, people can object at any time to their data being used for direct marketing. Once they do, you may no longer use their data for that purpose. You also have to tell them about this right explicitly, at the latest in your first communication. In practice:

- Log the objection in your CRM the moment it happens.
- Put the person on a suppression list that every tool and every colleague checks.
- Never re-import them from another list later.

### UK calls: screen against TPS and CTPS

For marketing calls in the UK, the ICO's guidance says you must not call numbers registered with the Telephone Preference Service or the Corporate TPS unless the person has specifically consented to your calls, and you should screen business numbers against both registers and your own do-not-call list.

### US: state privacy laws are catching up

There is no single federal law equivalent to the GDPR. But state laws are expanding: since 1 January 2023, California's CCPA no longer exempts business contact data, so B2B contacts of California residents have the same rights as other consumers where a business falls under the law. Check which state laws apply to your agency.

## Building contact research into a routine

Finding one decision maker by hand takes minutes. Finding the right one for every relevant vacancy in your market, every day, eats your consultants' time. That is why it pays to separate research from selling.

That is what [LeadFlow](/en/services/leadflow) does: it picks up companies that are hiring in your niche, identifies the relevant decision maker and pushes the lead into your CRM every day. If your CRM is the bottleneck, [SalesPower](/en/services/salespower) sets up Close with the views and automations to work those leads in order.

## Key takeaways

- Start with the job ad and the company's own website. They are the most reliable public sources.
- Registers like Companies House show who runs the company, not necessarily who owns the vacancy.
- Use LinkedIn manually. Its terms do not permit scraping tools or automation bots.
- The switchboard and the decision maker themselves give you the most accurate direct contact details.
- Check every contact before you call: still in role, right function, right seniority.
- Document your lawful basis, inform people where their data came from and honour objections immediately.

## FAQ

### Where can I find a company director's contact details in the UK?
Companies House lists a company's current and former officers for free, including directors' names and appointment dates. It usually shows a correspondence address, not a phone number. For a direct route, combine the register with the company website, LinkedIn and a call to the switchboard.

### Is it legal to use business contact details for recruitment business development?
Business contact details of named people are personal data under the UK and EU GDPR, so you need a lawful basis, usually legitimate interests, and you should document it. You also have to inform people where their data came from and stop using it for marketing if they object. This is not legal advice; check your specific setup with a specialist.

### Can I scrape LinkedIn for contact details?
LinkedIn states that it does not permit third-party crawlers, bots or browser extensions that scrape the site or automate activity. Research on LinkedIn should be done manually or through LinkedIn's own products such as Sales Navigator.

### What should I do if a contact asks me to stop contacting them?
Stop immediately, record the objection in your CRM and add the person to a suppression list that all your tools and colleagues check. Under Article 21 GDPR, their data may no longer be used for direct marketing once they object, and they must not reappear through a new list later.