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CANDIDATE RESEARCH SUPPORT · Workflow idea

Make candidate research easier to review, not easier to decide automatically.

Start with a recruiter-approved role description or candidate profile and gather potentially relevant public professional profiles into a review list. Keep search criteria and source context visible so recruiters can check accuracy, relevance, and fairness themselves before deciding whether to learn more or contact anyone.

Make it yours See how it works ↓
A Roman aqueduct taking shape from architectural sketch to marble.
A little structure. A clearer outcome.
Starts with
An approved role brief
Produces
A research list of candidate profile links and the criteria used to find them, ready for recruiter review.
Category
People & hiring

01 / The starting point

A clear request.
A useful direction.

A job description or role-related qualifications approved by a recruiter

“Prepare a source-linked list of potentially relevant public profiles from approved role criteria, leaving assessment and all candidate contact decisions to a human.”
An example request · Make it specific to your team.

02 / The work

5 tasks.
One useful outcome.

Helps recruiting teams organize early-stage public profile research without treating search results as candidate assessments.

  1. Confirm the role and relevant qualifications

    Have a recruiter approve the role brief and identify only job-related experience or skills to guide research.

  2. Prepare a focused profile search

    Translate approved role criteria into a clear research query without adding personal or protected characteristics.

  3. Collect public profile references

    Organize potentially relevant profile links with their source context and avoid presenting search matches as verified qualifications.

  4. Review each profile as an individual

    Require a recruiter to check the original information, assess it against the role, and correct or remove inaccurate matches.

  5. Approve any next step or contact

    Keep shortlist, rejection, interview, and outreach decisions with an authorized recruiter; approve the recipient and exact message before contact.

03 / The result

Something useful.
Something to build on.

A research list of candidate profile links and the criteria used to find them, ready for recruiter review.

AmbactiWorkflow folio · 5 steps

Prepare candidate research lists

People & hiring · Example outcome

The handoff

A research list of candidate profile links and the criteria used to find them, ready for recruiter review.

Keep in mind

Search results may be incomplete, inaccurate, or biased and must not be treated as proof of a person’s qualifications. Use only job-related criteria, have recruiters inspect each source and assess candidates individually, and keep all screening, advancement, rejection, and outreach decisions with authorized people.

04 / Make it yours

Set the brief.
Set the standard.

A few choices shape the work around your team.

Use a current, approved role brief

Choose the role owner and recruiter responsible for defining qualifications and keeping the job description current.

Set job-related research criteria

Exclude sensitive personal characteristics and document how criteria relate to the responsibilities of the role.

Keep research limited and reviewable

Store only useful public profile references, limit access to recruiting staff, and retain source context for verification.

Keep candidate decisions with recruiters

Require human review for qualification assessments, shortlists, rejections, interviews, and every candidate message.

Put your next idea to work.

Start with your brief. Make the process your own.

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