This approach has been already tried many different times. I've got some friends that really pushed really high on that whole "recruiting via web scrapping" thing - https://masterbranch.com/ ( feel free to contact them, they are really nice guys ).
I wish you luck because I understand this approach never really worked for anyone. IMHO, it's simple [Disclaimer: I created a super fancy ATS software / job board too and did all the sales up to a point of really hating HR people :)], recruiters are truly lazy and are interested only on tools that do their job - something understandable as the sourcing part of the job is really weary. Web scrapping tools instead of doing their job just add more noise to it, i.e. forward them tons of profiles that are not really interested in the specific job posting they are marketing. You might think most developers are always open to move because some of us might be, but many people are really happy with their daily jobs, so this sort of tool always ends up making angry both sides of the coin: the developer and the recruiter.
So, it does not really matter that your "database" has 4M people on it. Even if those are somehow linked to the company recruiting. When as a recruiter I search for "node.js programmer" and get 100 results back but 99 of them are not interesting in changing jobs, well... that sucks. I wouldn't use the tool again myself. And going further with this example, well, believe me, most recruiters would think the tool sucks if just the first three profiles are not interested in the job.
But hey, I insist, I wish you the best of luck. Just pointing some stuff I learnt ( hopefully for you wrongly learnt ) during my HR entrepreneurship stage.
Thanks for sharing the link Masterbranch--it looks like they're catering to both sides of the market place. I'd be really interested to hear more about what you learning during your foray into recruiting--could you email me on richard@sourcing.io?
This approach has been already tried many different times. I've got some friends that really pushed really high on that whole "recruiting via web scrapping" thing - https://masterbranch.com/ ( feel free to contact them, they are really nice guys ).
I wish you luck because I understand this approach never really worked for anyone. IMHO, it's simple [Disclaimer: I created a super fancy ATS software / job board too and did all the sales up to a point of really hating HR people :)], recruiters are truly lazy and are interested only on tools that do their job - something understandable as the sourcing part of the job is really weary. Web scrapping tools instead of doing their job just add more noise to it, i.e. forward them tons of profiles that are not really interested in the specific job posting they are marketing. You might think most developers are always open to move because some of us might be, but many people are really happy with their daily jobs, so this sort of tool always ends up making angry both sides of the coin: the developer and the recruiter.
So, it does not really matter that your "database" has 4M people on it. Even if those are somehow linked to the company recruiting. When as a recruiter I search for "node.js programmer" and get 100 results back but 99 of them are not interesting in changing jobs, well... that sucks. I wouldn't use the tool again myself. And going further with this example, well, believe me, most recruiters would think the tool sucks if just the first three profiles are not interested in the job.
But hey, I insist, I wish you the best of luck. Just pointing some stuff I learnt ( hopefully for you wrongly learnt ) during my HR entrepreneurship stage.