Data Enrichment for HR Technology and Services
The HR buyer might be a CHRO, a Head of People Ops or, at a 60-person company, the COO. Clu finds verified contacts for whoever owns HR decisions at your target accounts.
Clu People Search. The sentence "CHROs or VPs of People who joined in the last 6 months, 10+ years' experience, at Series D-F software companies valued at $1B+ with 1K-5K staff in the US. One per company, skip Salesforce customers." becomes 10 filters (Job title: CHRO, VP of People, Total years experience: More than 10 years, Joined current job after: Apr 2026, Industry: Software Development, Company headcount: 1K-5K, Max results per company: 1, Funding stage: Series D, Series E, Series F, Valuation: $1B+, Country / region: United States, Exclude: Current customers), previews about 35 people and adds them to the list New CHROs, late stage.
10,000+ users, from founders to full sales teams
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HR & People Operations: where the data goes wrong.
The problems teams in this market bring to us most often.
- 01
HR titles vary wildly across companies
The owner of HR technology might be the CHRO, VP of People, Head of People Ops, Director of HR or People & Culture Lead. Search for one title and you miss the others.
- 02
SMB HR buyers are hard to identify
At companies under 200 employees, HR might sit with the COO, the office manager or the CEO. With no HR leader to search for, title-based prospecting comes up empty.
- 03
HR leaders hear from every category
HR leaders get vendor outreach for HRIS, ATS, payroll, benefits, L&D and more. A generic message disappears in that pile.
- 04
Conference lead volume is high but quality is mixed
HR Tech, SHRM and Transform produce long lead lists. Without enrichment to separate CHROs from individual contributors, your reps give every lead the same follow-up.
A Clu list called New CHROs, late stage enriched through the waterfall: 4 verified work emails and 3 phone numbers found for 4 leads, 34 credits in total. Rows with no phone number found cost nothing for that field.
Clu workflows for HR & People Operations.
Each workflow links to the product behind it. The agent beside them runs this market's search every weekday and syncs the qualified people to your CRM.
- 01
CHRO and VP of People prospecting
Build a list of CHROs, VPs of People and HR directors at the companies you target. Each contact comes with a verified email and phone number.
- 02
AI research on each account's HR software
An AI column reads each target account's public footprint for its HRIS, ATS and payroll platforms. Use the answer to open a displacement or integration conversation. It's research on a list you already have, and you can't search on it.
- 03
HR conference lead enrichment
Enrich leads from HR Tech, SHRM and Transform with company size and verified contact details, and use an AI column to estimate HR team size. The enterprise-ready accounts get called first.
- 04
ICP scoring for HR products
Score accounts on employee count and industry, plus HR team size from an AI column, to find the companies most likely to need what you sell. High-fit accounts route to your AEs.
A Clu agent named Weekly ICP outbound · New CHROs, late stage running its play step by step: Trigger, New people match your ICP · Every Monday, 31 in; Find People, CHRO, VP of People · More than 10 years experience · Joined after Apr 2026 · Software Development · 1K-5K employees · Max 1 per company · Series D-F · Valued at $1B+ · United States · Skip Salesforce current customers, 31 found; Qualification agent, Fit score 0-100 against your ICP, 17 qualified; Enrich, Email + Phone through the waterfall, 17 verified; Sync to Salesforce, Contact · assigned to the territory owner, 17 synced; Notify, Slack · #pipeline, Posted. Run summary: 31 found, 17 qualified, 17 synced, 0 duplicates.
Where the enriched record goes: your CRM both ways, or your sequencer.
HubSpot and Salesforce sync both ways over OAuth, field by field on your mapping, and an empty value never overwrites a filled one. Salesloft and Lemlist get a one-way push, or Clu Sequences sends from your reps' own inboxes.
HubSpot
Salesforce
Salesloft
LemlistHow does Clu handle the wide variety of HR titles?
HR leadership goes by dozens of titles, from Chief People Officer to VP of Talent to HR Director. Clu normalizes them into seniority and function fields and keeps the original, so one search for HR leadership catches every variation.
Can Clu find HR buyers at small companies?
Yes, with some inference. Under 200 employees, HR often sits with the COO, office manager or CEO. Enrichment gives you title, seniority, department and company size for each contact, which is usually enough to spot the person who owns HR.
Does Clu provide HR tech stack data?
Not as a data field. Clu has no technographic data and no tech-stack filter, so you can't search on HRIS, ATS or payroll platforms. An AI column can research it per account from the open web, which works on a target list you already have.
How does Clu support HR conference lead follow-up?
Upload the badge scans and Clu adds each contact's full title, seniority, company size and verified contact details. Enterprise HR leaders separate from individual contributors, and your reps start with the likeliest opportunities.
What size companies is Clu best for in the HR tech space?
HR tech companies selling to firms with 50+ employees get the most from it, and coverage of HR leaders is strongest at 200+ employees. In SMB, company size and role data help you find the HR decision maker when no title says HR.
Agents that run your GTM.
Type your market's buyer into People Search and run the first list on the trial.
14 days of Pro, free.