Search firms with broad off-limits agreements, think hundreds of client and partner companies, get the most out of Domain Blocklist by managing it deliberately rather than adding domains one at a time as they come up.
1. Keep a source-of-truth list outside Recruiterflow too
Maintain a master spreadsheet or document of every domain that should be blocked and why, even though the enforcement lives in Recruiterflow. This gives you an audit trail of intent, especially useful if a restriction ever needs to be explained to a client or reviewed for compliance.
2. Review the list on a schedule, not just when something breaks
Set a recurring review, quarterly works well for most firms, to check whether any blocked domains are stale and can be removed, and whether any new agreements need domains added.
3. Add every known domain for a company, not just the primary one
Larger companies often operate under multiple domains, regional sites, acquired brands, or product-specific domains. Since Domain Blocklist matches per domain rather than per company, add each one you're aware of. See How Domain Matching Works.
4. Decide upfront when to use Domain Blocklist vs. Off Limits
For agreements where a company's people should never have an email saved on a record in your database, use Domain Blocklist. For situations where you want the flexibility of a cool-off period, or need candidates fully in your database (email included) but restricted from outreach, use Off Limits instead. See Domain Blocklist vs. Off Limits: What's the Difference?
5. Brief your team that creation and editing behave differently
Adding a new candidate or contact with a blocked-domain email doesn't show an error, the profile just saves without that email, which can look like a data-entry mistake if your team doesn't know why. Editing an existing profile to add a blocked email, on the other hand, throws a clear error. A quick heads-up when you block a high-impact domain saves your team from being confused by an email that just didn't save.