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CANDIDATE INTAKE · Workflow idea

Make resumes easier to review while keeping hiring judgment human.

For a hiring team that has told applicants how their information will be used, receive candidate-submitted PDF resumes, extract role-relevant details such as job titles and experience, and organize the file and a structured summary for recruiter review. A parser can miss or misstate qualifications, and matching on a name can merge different people. Restrict candidate documents to authorized reviewers, avoid inferring protected or sensitive traits, make corrections easy, use consistent job-related criteria, and never rank, reject, or advance a candidate automatically.

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
A candidate chooses to submit a resume for a role
Produces
A restricted candidate file and correctable role-relevant summary for an authorized recruiter.
Category
People & hiring

01 / The starting point

A clear request.
A useful direction.

Candidate notice and consent, a defined vacancy, and an authorized hiring team

“Organize application details for review without replacing a fair, human hiring process.”
An example request · Make it specific to your team.

02 / The work

5 tasks.
One useful outcome.

Receives resume documents, checks that submissions are valid PDFs, stores the files, extracts structured candidate details, groups job title and experience information, and records a candidate entry while checking for possible duplicate names.

  1. Provide candidate notice and choice

    Explain how resumes are processed, where they are stored, who can review them, and how to ask for correction or deletion.

  2. Protect candidate documents

    Limit access to the hiring team and apply a retention schedule consistent with the stated purpose.

  3. Extract only job-relevant details

    Keep summaries tied to the role and exclude protected traits or unsupported conclusions about a candidate.

  4. Verify identity and correct the record

    Check the original resume before merging possible duplicates or relying on dates, titles, or qualifications.

  5. Keep screening and hiring decisions human-led

    Have a trained recruiter review candidates consistently and decide every interview or employment outcome.

03 / The result

Something useful.
Something to build on.

A restricted candidate file and correctable role-relevant summary for an authorized recruiter.

AmbactiWorkflow folio · 5 steps

Review candidate CV submissions

People & hiring · Example outcome

The handoff

A restricted candidate file and correctable role-relevant summary for an authorized recruiter.

Keep in mind

Resume extraction and name-based duplicate checks can be wrong and may omit important context. Explain the processing to candidates, protect their documents, use only consistent job-related criteria, avoid automated ranking or rejection, and require a trained recruiter to verify every summary and make all hiring decisions.

04 / Make it yours

Set the brief.
Set the standard.

A few choices shape the work around your team.

Document candidate notice and lawful purpose

Explain intake, access, storage, correction, and deletion practices in clear applicant-facing language.

Set role-based access and retention

Keep resumes private to authorized hiring participants and remove them when the approved period ends.

Use consistent job-related review criteria

Define role requirements in advance and prohibit sensitive inferences, ranking, or automatic rejection.

Assign recruiter review and correction ownership

Require a person to validate extracted details, resolve duplicate concerns, and make every hiring decision.

Put your next idea to work.

Start with your brief. Make the process your own.

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