Search 1.2+ billion professional profiles and 12 million companies across the globe. Loxo Source pulls from 100+ data sources at once — including LinkedIn, Github, Healthgrades, ZocDoc, AngelList, Crunchbase, X, and many more.

Plus, use the Loxo Chrome extension to add candidates directly to your database from wherever you spot them.

Why pay for third-party sourcing tools?

With Loxo, everything you need is included all-in-one Talent Intelligence Platform — which means you can drastically reduce your subscription costs by eliminating other sourcing, contact info finding, and outreach tools.

Begin by better understanding the existing employees, industry sector and top employees working for competition. From there you can build data-driven sourcing and engagement strategies and plan for the future.

It shouldn't take 80 hours of work to get one fully-qualified passive candidate into an interview. Find better quality candidates who fit the job criteria faster by leveraging Loxo's integrated suite of data and AI-powered products.

Loxo Source is built to function with Boolean logic as well as a list of filters.

Boolean is widely regarded as one of the most powerful tools recruiters can use to search. Oftentimes, the best results are shown when people use a combination of filters and specific Boolean logic tailored for a given job or function.

When you find a particular set of filters or logic that work well, you can save the search in Loxo Source. This allows you to quickly search with the same criteria in the future, without having to reset the filters or retype specific Boolean strings.

Sometimes, searching via filters and Boolean still yields a very large number of candidates. When you want to get more specific, you can search instead by “best fit,” in which Loxo’s AI will surface the candidates we think you should see first — and who you otherwise may have missed.

Essentially, this kind of searching uses Loxo’s AI to rank candidates from top to bottom, based on the role you’re hiring for as well as the hiring company it’s for — among other proprietary attributes. Candidates our system identifies as stronger based on these factors will be right at the top!

Loxo’s Readiness Score allows you to filter potential candidates based on their likeliness to be open to changing companies.

The Readiness Score highlights people whose interest in moving on from their current role is likely high — based on a number of factors including career progression, skills and timing.

We now have a “coder score” badge that will appear on candidate profiles when you’re sourcing for technical roles.

Basically: Loxo’s AI looks at all the different attributes that we’ve been able to pull from all over the web about candidates — from places like Github, their work history, their education, their unique skillsets, etc. From there, our AI then takes things a step further and peer ranks candidates basked on their core competency, giving them each a score on how effective of a coder they are for the kind of role you are hiring for.