Candidate Review / Evidence Dossier System
Make candidate review faster without hiding why the candidate is there.
Last reviewed: 2026-09-06
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Inputs
- Structured role requirements
- Identity-resolved source evidence
- Ranking explanation
- Contact observations
- Recruiter review state
1. Start with the role requirements
Display must-have, flexible, verification-sensitive, and missing criteria before showing a generalized summary.
2. Attach evidence to each criterion
For every positive match, show the supporting source and whether the evidence is explicit, normalized, inferred, recruiter-confirmed, or still missing.
3. Add work-history and source timeline
Show career chronology, profile/source observations, previous sourcing activity, and duplicate/identity context so the recruiter sees the candidate as a history rather than a flat card.
4. Keep contact and verification separate
A candidate can be a strong role fit with uncertain contact data, or reachable with uncertain clearance/license evidence. Do not collapse those into one match score.
5. Capture reasoned decisions
Shortlist, reject, compare, promote, demote, or verify-next actions should carry a reason tag that can feed visible calibration later.
What to measure
- Review time per candidate
- Evidence completeness by requirement
- Verify-next rate
- Reason-tag coverage
- Identity correction rate
Failure modes to avoid
- One opaque match percentage
- Username-only candidate cards
- Source-free summaries
- Mixing contact confidence with qualification confidence