Direct answer
A Candidate 360 profile should not be a scraped resume. It should be an evidence dossier that shows what is known, what is inferred, what is missing, and what the recruiter still needs to confirm.
Core sections
Include identity, source profiles, public evidence, role fit, missing information, risk flags, contact signals, outreach angle, and verification checklist.
Operating notes
- Separate evidence from inference.
- Keep missing info visible.
- Require explicit merge confirmation.
- Record verify-next steps.
Evidence rules
Every claim needs a source or a manual note. If it came from public data, label it public. If it is inferred, label it inferred. If it is verified, record who verified it.
Common mistakes
Do not merge profiles silently. Do not label clearance as verified from public text. Do not treat open-to-work signals as guaranteed intent.
SourcingOS workflow
The sample Candidate 360 shows how SourcingOS keeps synthetic demo data, public evidence, and recruiter confirmation clearly separated.
Copy-paste starting strings
"Candidate 360" recruiter template
"candidate profile" evidence recruiter
"recruiter confirmation" candidate profile
FAQ
Is Candidate 360 the same as a resume?
No. It is a sourcing artifact that helps a recruiter evaluate evidence and next steps.
Should it include contact data?
Only when collected through authorized workflows and handled with opt-out discipline.