Workflows
Search Intelligence
Use GrowthEngene search intelligence to define target accounts, roles, decision makers, and authenticated signals.
Quick Answer
What Search Intelligence Controls
Search Intelligence supports better targeting by combining search presets, decision-maker logic, authenticated signals, contact resolution, and review policies.
It is an evidence-first staging layer. Search results remain candidates until they are reviewed, scored, matched, and promoted into workspace contacts or lead records.
- Define target roles and personas.
- Use reusable search presets.
- Prioritize decision makers.
- Review authenticated signal policies.
- Improve contact resolution decisions.
Why Search Intelligence Is Separate From Contacts
External search data can be incomplete, stale, or low-confidence. GrowthEngene keeps search candidates separate from canonical contacts until there is enough evidence to promote them.
- Preserve source evidence before creating contacts.
- Score candidates by role, company match, source quality, and policy.
- Avoid polluting contacts with weak or duplicate people.
- Require promotion before a candidate becomes a workspace contact.
Key Configuration Areas
Search Intelligence settings control provider choices, role packs, scoring, promotion thresholds, contact resolution, retention, and authenticated provider behavior.
- Providers: internal data, company website, LinkedIn, Apollo, Hunter, Wellfound, or other configured sources.
- Role packs: recruiter, hiring manager, founder, CTO, head of people, and other target personas.
- Policies: minimum score, promotion score, review thresholds, provider allowlists, and evidence requirements.
- Contact resolution: enrichment order, preferred evidence, and send-readiness rules.
- Authenticated signal policies: sessions and provider access for login-backed sources.
Where Search Intelligence Fits In The Flow
Use Search Intelligence when a workflow has a company or domain but needs better people, role, or contact evidence. It is especially useful when a job or post points to a company but no direct person or email is available.
- Job found but no hiring manager or recruiter is known.
- Post is relevant but no email or apply path is present.
- Company domain exists but the right decision maker is unknown.
- Provider results need review before promotion.
- A role mailbox exists but a human contact is preferred.
Promotion Rules
Promotion should be deliberate. Do not create fake people from weak evidence, and do not merge recruiter intermediaries with target employers unless the relationship is proven.
- Require source evidence URL where possible.
- Require company match before promotion.
- Keep ambiguous company identity in review.
- Store company-level role mailboxes separately from person evidence.
- Promote only candidates that pass score and policy requirements.
Frequently Asked Questions
Why use Search Intelligence before outreach?
It improves targeting quality so campaigns and automation workflows focus on more relevant contacts.
Does Search Intelligence automatically create contacts?
No. Search candidates should be reviewed, scored, matched, and promoted before becoming workspace contacts.
When should I use Search Intelligence?
Use it when you have a company, domain, job, or post signal but still need reliable decision-maker or contact evidence.