Employer records stay separate.
Applications and recruitment records belong to the employer’s tenant. Cross-employer candidate retrieval is not a shared learning feature.
RECRUITMENT TECHNOLOGY
Secure intake.
Traceable decisions.
Tenant boundaries, controlled document intake and versioned evidence connect the public careers experience to the recruitment workflow.
FOUNDATIONS
Built around ownership and evidence.
Quarantine before trusted use.
Résumés enter dedicated quarantine and malware scanning. Only clean, registered document versions enter trusted use; delayed processing can be recovered.
Keep the decision’s context.
Published roles, candidate notices, acknowledgements and approved offer terms retain their version and provenance.
INTELLIGENCE ARCHITECTURE · PLANNED
Decision support, with human ownership.
The planned pipeline combines role and skill taxonomies, semantic retrieval and explainable matching. These planned capabilities are distinct from the current intake and evidence controls.
Governed data use
- Published job-description learning requires recorded contractual permission.
- Candidate résumés, notes and candidate-specific outcomes are excluded from that JD corpus.
- Hiring, offer and compensation decisions remain under authorised human control.
BACK TO THE WORKFLOW
Technology that serves the hiring process.
Explore how requisitions, candidate evaluation and approved offers connect to HR.