Candidate 360: The Complete Evidence-First Candidate Review Guide
Candidate 360 should answer the recruiter’s real question: what do we know about this person, why might they fit this role, what remains uncertain, and what should happen next? It is not a prettier scraped profile. It is a structured evidence dossier.
Last reviewed: 2026-09-06
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1. Start with identity, not a résumé-shaped card
Keep the canonical person separate from the source profiles that support that identity. LinkedIn-like profiles, GitHub, publications, patents, ATS records, provider observations, uploaded resumes, and recruiter notes can all describe the same person without becoming interchangeable evidence.
When identity is uncertain, show a review state instead of silently merging records. A clean UI is valuable only if the identity model underneath it remains auditable.
2. Organize the dossier around the role
The most useful Candidate 360 view highlights evidence against the current role: strict requirements, flexible criteria, relevant adjacent evidence, disqualifiers, missing information, and verification-sensitive claims. This makes the candidate review faster than reading every source profile from scratch.
The role overlay should not erase the candidate’s broader history. Recruiters still need chronological work history, projects, education, source profiles, and prior recruiting interactions to understand context.
3. Preserve evidence type and uncertainty
Observed, normalized, inferred, derived, and recruiter-confirmed claims should not look identical. If “RHEL” is explicit on a resume, that is different from inferring Linux depth from adjacent tooling. If clearance is mentioned publicly, that is different from current verified clearance status.
A strong dossier uses uncertainty constructively: verified, supported, inferred, missing, conflicting, stale, or needs confirmation.
4. Add recruiting history and duplicate awareness
Candidate review improves dramatically when the recruiter can see that this person was sourced two months ago, applied last year, declined another role, was previously contacted, or already exists in the ATS under another source profile.
That history should be tied to trustworthy identity resolution. Otherwise deduplication creates a new class of error: hiding the wrong person because the system decided two similar profiles were the same.
5. End with a verification and action plan
Every dossier should make the next recruiter action obvious: confirm a requirement, resolve identity, enrich a contact, compare against the role, ask the hiring manager about a tradeoff, save to a project, or reject with a reason that can improve future ranking.
The dossier is complete when it reduces ambiguity without pretending uncertainty disappeared.
Key takeaways
- Candidate 360 is an evidence dossier, not a scraped profile.
- Overlay the current role without losing source and work-history context.
- Make uncertainty and assertion type visible.
- Surface prior recruiting history only after trustworthy identity resolution.
- End with explicit verify-next and action states.