Fill the gaps that are actually blocking work

Often you should, and where you already have one StaffCloud works with it rather than replacing it.

The reason to add people is coverage gaps. Platforms are strong on large US companies and noticeably weaker elsewhere, which is exactly where mid-market European teams find their records thin. Research fills the gap the licence leaves rather than duplicating what it already does well.

Measured on a sample of your own records before you commit, rather than quoted in advance.

Coverage varies enormously by market and company size, so a headline figure tells you very little about your particular database. A sample gives you a real number and lets you decide whether the fill rate justifies the work.

Only under a rule you set.

Overwriting a verified field with an inferred one is a common default and a damaging one — it quietly degrades the records you were most confident in. StaffCloud agrees the precedence rules with you first, so enrichment adds to your data rather than eroding it.

Firmographic data is fairly stable. Contact data decays continuously as people move.

For an ongoing programme, the refresh cadence matters more than the quality of the initial fill. StaffCloud would rather set that up with you than deliver one excellent enrichment that is noticeably stale by the following year.

Where you have it, yes, and it is usually the strongest signal available.

Combining internal signals with external data generally beats either on its own, and your usage data is data no competitor has. That makes it the part of an enrichment programme most likely to produce something genuinely differentiated.

Processing is carried out on your instructions and on the lawful basis you establish.

Contact enrichment is personal data processing, and the basis for it is yours to set. StaffCloud works to your instructions and keeps a record of what was added and from where, which is what you need if the processing is ever questioned.