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Employment WorkforceTop 10 Best Executive Search Database Software of 2026
Ranked review of top executive search database software tools for recruiters, including comparison notes and tradeoffs to shortlist options.
How we ranked these tools
Vendors set the topic, but our editors set the inclusion criteria and the evaluation framework before research starts.
Search agents gather the source set and the review record, including transcriptions of video reviews and podcasts.
Framework: Features 40% · Ease 30% · Value 30%
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Recruit CRM is the best fit when retained search teams need assignment-linked candidate relationship records in one recruiting CRM plus search and outreach workspace, whereas SeekOut suits leadership searches that prioritize rapid passive discovery and enriched outreach-ready profiles.
Editor’s top 3 picks
Three quick recommendations before you dive into the full comparison below — each one leads on a different dimension.
Recruit CRM
Search assignments plus candidate mapping keep multi-requisition sourcing organized inside one workspace.
Best for: Fits when retained search teams need assignment-linked sourcing and consistent candidate relationship records.
SeekOut
Editor pickProfile-focused enrichment tied to query results, so candidate context stays attached as lists evolve.
Best for: Fits when leadership search teams need rapid passive candidate discovery and enriched profile fields for outreach.
Loxo
Editor pickAssignment-linked candidate research records that keep notes, interactions, and sourcing context attached per requisition.
Best for: Fits when retained-search teams need assignment-level candidate context and API-driven integrations.
Comparison Table
Recruit CRM
SMBCombines ATS, recruiting CRM, candidate search, email automation, and reporting.
Search assignments plus candidate mapping keep multi-requisition sourcing organized inside one workspace.
Recruit CRM is designed for sourcing depth with a candidate profile that stores CV imports, notes, and interaction history per candidate. Recruiters can group candidates to search assignments and maintain candidate mapping so work stays tied to requisitions rather than loose lists. Reporting focuses on search and relationship activity, which helps track consultant throughput without exporting to spreadsheets.
A key tradeoff is that deeper governance controls like role-based access and audit log capabilities are not the primary focus compared with search execution features. It fits best when a retained search team needs fast intake, structured notes, and consistent candidate relationship tracking across multiple ongoing searches.
- +CV import and parsing reduce manual profile creation time
- +Interaction history keeps outreach context attached to each candidate
- +Search assignment workflow ties candidates to specific requisitions
- +Duplicate candidate detection speeds up cleanup during enrichment
- –RBAC and audit log depth are not as granular as enterprise CRM controls
- –Advanced governance and approval workflows require process discipline
- –Extensibility depends on integration availability rather than native app framework
- –Bulk editing large fields can feel slower than spreadsheet workflows
Executive search consultants
Track outreach across active board searches
Faster candidate follow-ups
Recruiting operations managers
Import and normalize candidate CV sets
Lower data cleanup workload
Show 1 more scenario
Talent intelligence teams
Build leadership pipelines from referrals
More consistent pipeline coverage
Store candidate notes and relationship context so internal talent pool records stay current.
Best for: Fits when retained search teams need assignment-linked sourcing and consistent candidate relationship records.
SeekOut
enterpriseSources candidates across professional profiles, public data, and internal talent pools.
Profile-focused enrichment tied to query results, so candidate context stays attached as lists evolve.
SeekOut is a fit for executive and leadership search teams that need passive candidate sourcing with repeatable workflows across roles. Candidate profiles include contact-oriented fields, enrichment artifacts, and search-ready metadata so sourcing consultants can move from target lists to shortlists without rebuilding context. Search supports complex queries for hard-to-find titles while saved lists help maintain continuity across board searches and succession planning assignments.
A tradeoff appears in how data freshness and coverage depend on third-party sources rather than fully curated internal records. SeekOut works best when teams already maintain a candidate relationship management process elsewhere and use SeekOut to find and validate leads quickly before handing candidates into assessment and interview workflows.
- +Strong Boolean-style targeting for niche leadership titles
- +Candidate profile enrichment reduces manual research time
- +Reusable saved lists support recurring requisition cycles
- +Exports make it easier to transfer shortlists into workflows
- –Data freshness varies because enrichment relies on external sources
- –Advanced search crafting takes practice for consistent results
Executive search consultants
Source C-suite candidates for live mandates
Higher throughput shortlist building
Talent intelligence teams
Maintain leadership pipeline maps
More consistent pipeline coverage
Show 1 more scenario
Corporate recruiting operations
Refine search across requisitions
Faster handoff to stakeholders
Exportable search results help transfer leads into downstream assessment and CRM processes.
Best for: Fits when leadership search teams need rapid passive candidate discovery and enriched profile fields for outreach.
Loxo
SMBCombines an ATS, recruiting CRM, candidate database, sourcing, and multichannel outreach.
Assignment-linked candidate research records that keep notes, interactions, and sourcing context attached per requisition.
Loxo is built for executive search execution where consultants need the same candidate profile across multiple requisitions and ongoing leadership pipeline work. Candidate records include notes, interaction history, and lineage to search assignments, which reduces the manual reassembly of context during consult handoffs. Search work is organized around consultant workspaces, and tasking ties research activity to the active assignment so progress stays attributable.
The main tradeoff is that deeper governance and system-wide automation require disciplined configuration of how lists, notes, and assignment links are created. Loxo fits best when a retained search firm runs repeatable sourcing cycles and needs consistent candidate research records for internal stakeholders and downstream ATS syncing.
- +Assignment-linked candidate notes reduce context loss during consultant handoffs
- +API supports syncing candidate records and events into internal recruiting systems
- +Export-ready candidate data fits outreach workflows without rebuilding profiles
- +Search workspace structure supports repeatable multi-requisition research cycles
- –Governance depends on consistent configuration of lists and assignment mapping
- –Power users can outgrow default workflows and need tighter process discipline
- –Some recruiting workflows still require manual steps outside Loxo exports
Executive search consultants
Track mapped talent per assignment
Faster handoffs to decision teams
Recruiting operations teams
Sync candidate activity into ATS
Lower manual data re-entry
Show 1 more scenario
Talent intelligence teams
Maintain evergreen leadership pipeline
Higher sourcing throughput per role
Researchers keep ongoing candidate profiles and reuse them across multiple C-suite requisitions.
Best for: Fits when retained-search teams need assignment-level candidate context and API-driven integrations.
RocketReach
API-firstProvides searchable professional profiles with business email and phone contact information.
Contact enrichment built into person profiles, with multiple work email signals to improve deliverability for passive sourcing.
RocketReach is a candidate sourcing database built around contact data for recruiting workflows, including executive-level lists and company targeting. The core strength is large-scale enrichment that supports direct outreach with verified-looking contact fields and multiple work email signals per person.
- +Strong contact field coverage for outbound sourcing and list building
- +Search and filters support rapid iteration on role and company targeting
- +Data enrichment reduces manual lookup time during shortlist creation
- +Exports and integrations fit common recruiting data flows
- –Executive biography depth is limited compared with search-dedicated CRM tools
- –Organization-level governance features like RBAC are not central
- –API automation support may require engineering to operationalize enrichment at scale
- –Duplicate candidate handling depends on workflow rules outside RocketReach
Best for: Fits when sourcing teams need high-volume contact data for executive and C-suite mapping into an internal CRM process.
Crelate
SMBProvides recruiting CRM, ATS, candidate database, search, and client relationship management.
Interaction-history capture tied to search assignments, so outreach activity stays linked to the mandate instead of living in separate logs.
Crelate serves as an executive search database to store candidate profiles and maintain relationship data for search teams. It focuses on configurable workflows for search assignments, candidate mapping, and interaction history captured during active outreach.
- +Search assignment workflow keeps candidate mapping and outreach in one record set
- +Candidate profile fields support executive biography style notes and history
- +Built-in filters make it practical to re-map talent across active roles
- +Team access controls support RBAC style separation for search consultants
- –Data ingestion from existing spreadsheets can require hands-on cleanup and tagging
- –Advanced automation needs more configuration than tools with deeper native integrations
Best for: Fits when retained search teams need a single system for candidate profiles and interaction history across multiple mandates.
ContactOut
API-firstFinds professional email addresses and phone numbers from candidate profiles and company searches.
Browser capture from LinkedIn profiles that generates contact records with immediate enrichment fields.
ContactOut focuses on business contact discovery and enrichment rather than full candidate lifecycle management for executive search.
- +LinkedIn profile capture from the browser for fast contact list building
- +Enrichment to fill missing email and phone fields on individual records
- +Export-friendly contact cards with candidate notes for outreach context
- +Search filters for narrowing by title and company fields
- –Database coverage can vary by region and niche titles
- –Limited native CRM and interaction tracking compared with candidate workflow tools
- –Duplicate handling and record merging need manual attention at scale
- –Automation and API access are not built for high-throughput enrichment pipelines
Best for: Fits when executive search teams need rapid email and phone discovery for passive outreach and target mapping.
PCRecruiter
vertical specialistProvides recruiting CRM and ATS software with searchable candidate and client databases.
Assignment-centric search workspace that ties candidate records and interaction history to specific executive requisitions.
PCRecruiter is an executive search database focused on retained and contingency workflows, with candidate relationship tracking built around search assignments and consultant workspaces. The system centers on importing resumes and maintaining executive biography-style records, then supports interaction history capture and candidate notes for ongoing leadership pipeline work.
- +Search assignment workspace keeps records tied to active executive requisitions
- +Resume and CV import supports building executive candidate profiles quickly
- +Interaction history and candidate notes support ongoing candidate relationship management
- +Candidate mapping supports tracking coverage of target leadership profiles
- –Automation depth is limited compared with tools that offer broader API-driven workflows
- –Reporting is less granular for executive biography rollups across multiple searches
- –Duplicate detection controls require more manual cleanup than reference-grade systems
- –Integration coverage is narrow unless specific third-party connectors are already in place
Best for: Fits when retained search teams need assignment-based candidate relationship tracking and hands-on candidate mapping.
Bullhorn Invenias
enterpriseProvides executive search software for candidate research, relationship management, and delivery.
Integration-focused candidate record continuity across Bullhorn recruiting workflows tied to search assignments.
Bullhorn Invenias is Bullhorn’s executive search database built to centralize candidate profiles across retained and contingency engagements. It emphasizes workflow support around sourcing, search assignments, and structured candidate notes tied to interaction history.
- +Search assignment workflow keeps candidate activity linked to requisitions
- +Candidate notes and interaction history support retained and contingency engagement continuity
- +Data enrichment tools reduce manual cleanup for executive profile records
- +Duplicate detection helps prevent fragmented candidate biographies
- –Configuration depth can slow rollout for teams without strong admin coverage
- –Semantic searching quality depends on how fields are standardized during setup
- –Contact records may require custom fields to match niche executive biography formats
- –Reporting depends on consistent mapping of candidate activity to assignments
Best for: Fits when executive search teams need assignment-linked records and enrichment to support C-suite sourcing.
LinkedIn Recruiter
enterpriseSearches LinkedIn’s professional network with filters, recommendations, projects, and outreach tools.
Saved recruiter searches tied to LinkedIn profiles with built-in lead management for maintaining shortlist context during outreach.
LinkedIn Recruiter supports executive search sourcing through LinkedIn profile search, saved searches, and team workspaces for recruiters handling C-suite and leadership pipeline needs. It provides candidate relationship management signals inside the lead and interaction workflows that recruiters use to track outreach.
- +High-intent sourcing via LinkedIn profile search and saved lists
- +Team workspace features support shared shortlists and consistent outreach tracking
- +InMail-style messaging reduces manual routing for passive executive prospects
- +Export and handoff workflows fit candidate mapping into existing search processes
- –Heavier work is needed to model retained search processes beyond sourcing and outreach
- –Limited automation for enrichment and duplicate detection compared with dedicated talent data vendors
- –External ATS and CRM sync coverage is not as deep as ATS-first recruiting systems
- –Admin governance relies on role configuration that needs operational discipline
Best for: Fits when executive search teams need strong LinkedIn-sourced lead generation and recruiter workspace collaboration.
ZoomInfo TalentOS
enterpriseUses business intelligence and contact data for candidate discovery and recruiting workflows.
Extensible integration surface that ties TalentOS searches to ZoomInfo data enrichment and recruiter workflows.
ZoomInfo TalentOS is built for executive search sourcing teams that need candidate profiles with company context and contact-level attributes. Boolean search and profile filters help narrow executive candidates by role signals, industry, and related company information. Candidate notes and interaction history support ongoing retained search management and handoffs between search consultants.
- +High recall candidate and company matching from shared ZoomInfo intelligence
- +Boolean search filters work well for narrowing C-suite and leadership profiles
- +Candidate notes and interaction history support ongoing retained search cycles
- +API and integrations support automation of lists and enrichment workflows
- –Data governance requires consistent setup across workspaces and users
- –Candidate engagement features depend on correct enrichment coverage
Best for: Fits when executive-search teams need fast sourcing with strong contact context and automation via API.
Conclusion
After evaluating 10 executive search database software, Recruit CRM stands out as our overall top pick — it scored highest across our combined criteria of features, ease of use, and value, which is why it sits at #1 in the rankings above.
Use the comparison table and detailed reviews above to validate the fit against your own requirements before committing to a tool.
How to Choose the Right Executive Search Database Software
Executive search database software is where retained and contingency search teams centralize executive candidate profiles, contact data, and mandate-linked sourcing work. This guide covers Recruit CRM, SeekOut, Loxo, RocketReach, Crelate, ContactOut, PCRecruiter, Bullhorn Invenias, LinkedIn Recruiter, and ZoomInfo TalentOS to show how different platforms handle assignment context and contact intelligence. The emphasis stays on integration depth, the practical data model behind candidate and interaction records, automation and API surface, and admin controls like RBAC and audit log coverage.
The tools section also highlights how search assignments change the day-to-day workflow. Recruit CRM and Loxo both anchor candidate records to requisition or assignment context. SeekOut and RocketReach tilt more toward enrichment and list building around search results, while Bullhorn Invenias and LinkedIn Recruiter focus more on continuity inside their existing recruiting and LinkedIn search surfaces.
Executive Search Database Software for mandate-linked executive candidate sourcing, enrichment, and interaction history
Executive search database software manages executive candidate profiles and related sourcing artifacts so retained-search teams can run Boolean or semantic targeting, capture notes and interaction history, and maintain consistent shortlists across consultants and requisitions. In tools like Recruit CRM, search assignments and candidate mapping keep multi-requisition sourcing organized in one workspace while CV import and parsing accelerate profile creation. Crelate and PCRecruiter use assignment-centric workflows to keep outreach activity tied to mandates instead of living in separate logs.
Enrichment and contact coverage matter because executive sourcing depends on reaching the right roles at the right accounts. RocketReach and ContactOut emphasize contact enrichment inside person profiles or browser capture to fill email and phone fields quickly, while SeekOut enriches profile fields tied to query results. ZoomInfo TalentOS focuses on an extensible integration surface that ties TalentOS searches to ZoomInfo enrichment and recruiter workflows through an API-driven automation pattern.
Mandate-linked structure and contact data features that determine usability
Executive search database software succeeds when candidate records stay connected to specific search assignments so consultants can reuse context across shortlists, outreach, and handoffs. Recruit CRM, Loxo, Crelate, PCRecruiter, and Bullhorn Invenias all center assignment-linked records, but the workflow boundaries differ enough to change day-to-day sourcing throughput.
Contact enrichment matters because executive search work depends on reaching specific C-suite and leadership roles at the right accounts, not just building a list. SeekOut, RocketReach, ContactOut, and ZoomInfo TalentOS each attach enrichment to different objects like query results, person profiles, or an extensible integration surface, which changes how teams maintain consistency across mandates.
Search assignments that bind candidate mapping and outreach
Recruit CRM and Loxo both keep sourcing context attached to assignment records so multi-requisition work does not scatter candidate notes. Crelate, PCRecruiter, and Bullhorn Invenias use an assignment-centric workflow as the record spine, but their depth of cross-mandate reporting and automation differs.
CV and profile import that reduces manual executive biography setup
Recruit CRM uses CV import and parsing to reduce time spent creating candidate profiles from resumes. PCRecruiter also supports resume and CV import for faster profile building, while SeekOut emphasizes enrichment tied to query results rather than import-first setup.
Enrichment mechanics for person and company data
RocketReach focuses on contact enrichment inside person profiles with multiple work email signals for deliverability, while ContactOut generates contact records from browser capture with enrichment fields for email and phone. SeekOut enriches profile fields tied to query results, and ZoomInfo TalentOS ties searches to ZoomInfo enrichment through an API-driven automation pattern.
Interaction-history capture tied to mandate workflow
Crelate and Recruit CRM attach interaction history to search assignment workflows so outreach context stays linked to the mandate instead of living in separate logs. Loxo also ties assignment-linked candidate research records to notes and interactions, but governance outcomes depend on consistent configuration of lists and assignment mapping.
API and integration surface for syncing candidate records and events
Loxo provides an API-driven integration approach that syncs candidate records and events into internal recruiting systems, which suits teams with established recruiting stack needs. ZoomInfo TalentOS also centers an extensible integration surface via API for tying searches to enrichment and recruiter workflows, while other tools emphasize native workflows more than automation depth.
Choose by workflow spine, enrichment attachment point, and automation depth
Shortlists fail when candidate profiles detach from the mandate that created them, because retained-search work depends on consistent search assignment context. The fastest path to a good fit is to pick the workflow spine first and then verify where each vendor attaches enrichment and interaction history.
Teams also differ on how automation should operate, because some products deliver assignment-level records with limited automation depth while others prioritize API-driven syncing and extensibility. The decision framework below routes the choice based on how the team sources, how it enriches, and how it needs integrations to move candidate context between systems.
Map sourcing work to an assignment-linked record model
If the retained-search team needs consistent candidate relationship records that follow requisitions, Recruit CRM keeps search assignments and candidate mapping in one workspace. If the team wants assignment-level research records that carry notes and interactions per requisition with API-driven integrations, Loxo fits the assignment spine plus automation pattern.
Select enrichment by attachment point: query results, person profiles, or integrated intelligence
If enriched fields must stay attached to the outputs of targeted discovery, SeekOut enriches profile fields tied to query results so context stays current as lists evolve. If the sourcing workflow needs contact deliverability signals like multiple work emails inside person profiles, RocketReach emphasizes contact enrichment built into those profiles.
Decide between browser-capture contact building and profile-first enrichment
If the workflow starts from LinkedIn browsing and needs rapid email and phone discovery, ContactOut uses browser capture from LinkedIn profiles and fills missing fields via enrichment. If the work starts from structured search lists and profile enrichment tied to query logic, SeekOut keeps enrichment connected to the search results.
Verify interaction history is stored in the same place as the mandate record
If outreach activity must stay linked to the mandate record instead of separate logs across multiple assignments, Crelate captures interaction history tied to search assignments. If the program relies on consultant handoffs and needs notes to remain per requisition, Loxo’s assignment-linked candidate notes reduce context loss during those transitions.
Test governance depth against the team’s admin and compliance needs
If granular RBAC and audit log depth are required for larger governance, Recruit CRM flags that RBAC and audit log controls are less granular than enterprise CRM controls. If the team relies on process discipline for approvals and governance, Loxo warns that governance depends on consistent configuration of lists and assignment mapping.
Match integration expectations to the vendor’s automation surface
If internal systems require event and record syncing through API, Loxo’s API-driven integration and ZoomInfo TalentOS’s extensible API-driven surface support that automation pattern. If the team expects heavier reliance on native workflow continuity like in Bullhorn Invenias integration-focused continuity or LinkedIn Recruiter saved searches, automation depth may not cover broader cross-system syncing needs.
Teams that should prioritize assignment context, enrichment coverage, or API automation
Retained search teams need a database that preserves mandate context so consultants can maintain consistent shortlists and outreach history across multiple requisitions. Tools that center assignment-linked candidate mapping reduce context loss when consultants switch between executive assessment work and outreach execution.
Sourcing teams focused on passive candidate discovery need fast enrichment and reliable contact coverage, and executive search databases must support that by attaching enrichment to the right record type. Enrichment-first workflows map best to RocketReach and ContactOut for contact fields, SeekOut for profile enrichment tied to search results, and ZoomInfo TalentOS for an integration-centered enrichment automation pattern.
Retained search firms running multiple consultants across many mandates
Recruit CRM fits because search assignments plus candidate mapping keep multi-requisition sourcing organized in one workspace with interaction context attached to each candidate.
Leadership search teams focused on passive discovery with enriched profile fields
SeekOut fits because profile-focused enrichment is tied to query results, which keeps candidate context attached as lists evolve.
Firms that must sync candidate records and events into internal recruiting systems
Loxo fits because its API supports syncing candidate records and events into internal recruiting systems with assignment-level context for each requisition.
Sourcing teams that need fast contact data for executive and C-suite mapping
RocketReach fits because person profiles include contact enrichment and multiple work email signals to improve deliverability during outbound sourcing.
Teams that already operate inside Bullhorn or require Bullhorn workflow continuity
Bullhorn Invenias fits because integration-focused candidate record continuity keeps candidate activity linked to requisitions in Bullhorn recruiting workflows.
Common failure modes when implementing executive search databases
The biggest implementation failure is modeling candidates without a mandate-attached workflow spine, because retained and contingency work needs assignment-linked sourcing artifacts. Another frequent issue is selecting a tool for enrichment coverage without validating the enrichment attachment point and governance setup that keeps records consistent across workspaces.
Teams also underestimate workflow maturity requirements when automation and configuration depth drive outcomes. When list and assignment mapping discipline is weak, platforms like Loxo warn that governance outcomes depend on consistent configuration, which can break interaction history and note attachment across requisitions.
Storing candidate notes and interaction history outside the mandate record
Crelate ties interaction history to search assignments so outreach activity remains linked to the mandate instead of living in separate logs. Recruit CRM and Loxo also keep outreach context attached per candidate with assignment linkage, which reduces handoff loss.
Assuming enrichment freshness and coverage stays consistent without governance discipline
SeekOut flags that data freshness varies because enrichment relies on external sources, which can affect list-to-outreach accuracy. Loxo adds that governance depends on consistent configuration of lists and assignment mapping, which can degrade record quality when setup discipline is inconsistent.
Buying for contact deliverability without checking how executive biography depth is handled
RocketReach emphasizes contact enrichment and deliverability signals in person profiles, but it limits executive biography depth compared with search-dedicated CRM tools. ContactOut supports rapid LinkedIn browser capture for emails and phones but keeps native CRM and interaction tracking limited compared with candidate workflow tools.
Choosing a tool with limited automation when the integration plan requires API-driven syncing
If internal recruiting systems must receive candidate records and events, Loxo’s API-driven pattern fits that workflow, and ZoomInfo TalentOS supports extensible API-driven automation through ZoomInfo enrichment. PCRecruiter and Bullhorn Invenias prioritize assignment-centric continuity but describe limited automation depth compared with broader API-driven workflows.
How We Selected and Ranked These Tools
We evaluated Recruit CRM, SeekOut, Loxo, RocketReach, Crelate, ContactOut, PCRecruiter, Bullhorn Invenias, LinkedIn Recruiter, and ZoomInfo TalentOS across features, ease of use, and value. Features accounted for 40% of the ranking because the tools’ assignment-linked workflows, enrichment attachment points, and interaction-history capture determine whether executive-search records stay usable during retained work.
Ease and value each accounted for 30% of the ranking because profile creation speed, day-to-day search productivity, and workflow friction affect adoption in search consultant teams. Recruit CRM ranked first by combining assignment-linked search and candidate mapping in one workspace with CV import and parsing and candidate-level interaction history.
Frequently Asked Questions About Executive Search Database Software
How do Recruit CRM and candidate mapping differ in day-to-day workflows across Recruit CRM, Loxo, and Crelate?
Which tool is best suited for enriching passive executive profiles at scale: SeekOut, RocketReach, or ZoomInfo TalentOS?
What breaks if candidate duplicates are not handled when importing and enriching: Recruit CRM, Bullhorn Invenias, or ZoomInfo TalentOS?
How does API support change integration patterns for executive search database software in Loxo, ZoomInfo TalentOS, and Bullhorn Invenias?
When is SSO and RBAC management a deciding factor: Crelate, LinkedIn Recruiter, or ZoomInfo TalentOS?
How is search behavior implemented across the category: SeekOut, LinkedIn Recruiter, and Recruit CRM?
What tradeoff appears when ContactOut is used as sourcing speed-layer versus a full candidate relationship management system: Recruit CRM, ContactOut, and PCRecruiter?
Which tool fits teams that already use Bullhorn products: Bullhorn Invenias versus alternatives like Crelate or Loxo?
When migrating existing candidate profiles and interaction logs into a new system, how do Crelate, PCRecruiter, and Recruit CRM handle data model expectations?
Tools reviewed
Primary sources checked during evaluation.
Referenced in the comparison table and product reviews above.
Funding and competing interests
This study was co-funded by several of the vendors assessed in it. No single vendor funded it. Funders could propose the market studied.
They had no role in selecting vendors, setting or weighting criteria, analysing data or drawing conclusions, and they received the same factual-accuracy check as every other vendor assessed.
Market definition, inclusion rules and criteria weights were fixed by an editor before research began and did not change afterwards. Editorial process →
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