Getting candidates in

The problem it solves

Several ways into a pipeline usually grow several behaviours. One sends a confirmation email and another does not. One skips consent because nobody was thinking about consent that day. An ATS-sourced applicant gets scored against a slightly different version of the rubric. None of this is visible until someone asks why two identical candidates were treated differently, and by then the difference is a year old.

So every way in goes through the same admission step. The only thing that differs is the recorded source, so "how did this person get here" always has an answer.

The ways in

The hosted careers page. A page per role, carrying your branding, plus an index of every open role at the company. Only a published job is visible; drafts and closed roles are not found. Each page links your public AI-hiring notice.

Résumés you upload. For people who did not apply through your careers page. Open the job and click Add résumés. Each person is emailed a notice in your company's name, and because they never applied, nothing automatic decides for them: each decision waits for a person. Details are in Integrations.

Your ATS. Not available yet. See ATS integrations.

What admission does

The candidate, the application and everything that has to happen next are saved together, or not at all.

1. Find or add the person. A candidate is a person; an application is that person on one job. Someone who applies to a second role is the same candidate with a second application.
2. Find or add the application. Somebody who already applied is not added twice, and is not sent a second "we received your application" email.
3. Record the source on both the candidate and the application.
4. Store the candidate's time zone if their browser reported one we recognise. An unrecognised zone is dropped, never refused.
5. Queue what happens next. Admission itself sends nothing, scores nothing and decides nothing.

Every application is admitted

A missing email address, a résumé nobody can read, a consent we do not hold: none of them refuse the application. Each one changes what happens next and leaves a note on the candidate's timeline saying so.

• Consent given on our own form: a confirmation email goes out and the candidacy is fully in the pipeline.
• Applied somewhere we do not control: one email carries the disclosure and a link, and nothing automatic runs until they click it.
• Already consented on an earlier sync: nothing is asked or sent again.
• There is résumé text to score: the résumé is queued for scoring.
• The résumé could not be read: the candidate is asked for another copy. It is never scored, so nothing automatic can end this candidacy.
• No email address at all: the candidacy is held for a person, and nothing automatic runs on it.

Scoring comes a moment later

A newly admitted candidate has no score yet. The board shows Scoring… until the model has read the résumé. If the model cannot be reached, a simpler keyword scorer stands in, and its score is marked as such everywhere it is shown. See Reading résumés.

Consent

Applicants on your careers page tick a box carrying a versioned disclosure, and the version is recorded with the consent. A reworded disclosure is a new version and never replaces an old one, so every consent record says which words were agreed to.

Applicants who arrive from somewhere else never saw that box. They get one email carrying the same disclosure and a link. Clicking it is what lets anything automatic proceed. Clicking twice is fine and says so; an expired link, or one a reminder has replaced, says so and points at the newer email.

Holds, and how they lift

Two holds lift themselves when the missing thing arrives:

• No email address. If the person later applies with an address, or a recruiter adds one, the held candidacy restarts.
• Unreadable résumé. If the candidate replies with a readable copy, it is read and the candidacy resumes.

A lifted hold stops being shown on the board.

What you do

• Publish the role; see Publishing a role.
• Share the careers page link, or upload résumés.
• Watch the board for held candidacies and fix the two things a person can: a missing email address and an unreadable résumé.
• Read the source breakdown on the Analytics dashboard to see which way in brings the candidates you hire.

Candidate profiles: not available yet

Candidates cannot yet create profiles of their own on Briefing Room, so there is no candidate search or matching to use. When profiles open, every company will be able to read every published candidate profile, without the candidate's email, phone or address until they apply. A match that clears a role's advance threshold could then email the candidate a one-use link to the role's AI screen; that email is off by default.

Limits and edge cases

• Duplicates are found by email address, within your company. Two applications from two addresses are two people.
• A new résumé is rescored. Someone who re-applies with a different CV is scored again; the same CV arriving twice is not.
• Someone already on file keeps the résumé on file. A careers-page or bulk submission for a person you already have doesn't replace their CV; the upload row says so, and you can swap it with Replace résumé on the candidate's page. If nothing readable is on file, the candidacy waits for a person rather than the candidate being told their CV was unreadable.
• There is no application without a job. Every way in admits a person to a specific role.
• Your pool is yours. No other company sees your candidates, and nothing tracks a person across companies.