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Move more candidates without losing control of the shortlist.
Candidate assessment for staffing firms that need one visible path from a client role and CSV invite batch to completion, comparable evidence, and the client’s next decision.
Built around human review. No ATS integration, automated hiring decision, or cross-client evidence reuse is implied.
- Role briefCustomer operations hiring cohortOutcome and evidence scope agreed
- Invite batchCSV prepared → durable queueCandidate instructions checked
- DeliverySent and failed status visibleException owner identified
- CompletionInvited → started → completedFollow-up based on stage, not guesswork
- EvidenceComparable results and interview focusSame role questions across the project
Volume exposes weak process first.
When the batch grows, small gaps compound: a vague role brief produces irrelevant testing, delivery failures look like candidate drop-off, an overloaded battery slows completion, and the client receives a ranking without enough context to act.
- Brief
- Define the outcomes before selecting evidence.
- Batch
- Check the file, instructions, deadline, and support route before sending.
- Exceptions
- Separate failed delivery and access problems from candidate evidence.
- Handoff
- Give the client comparison, uncertainty, and a clear next action.
One evidence lane from batch invite to client decision.
The workflow stays simple because every stage answers a different operational question.
- 01Role templates and assessment assignment are available.
Set the role evidence plan
Translate the client brief into observable outcomes, choose the smallest relevant assessment set, and write the interview handoff before invitations go out.
- 02Single and CSV bulk invitations are available.
Prepare the candidate batch
Check candidate records, duplicates, project assignment, instructions, deadline, and the support route before uploading the CSV.
- 03Delivery health and funnel visibility use existing records.
Monitor delivery and completion
Use queue delivery status and project funnel stages to see whether candidates were invited, started, completed, or need an operational follow-up.
- 04Results, comparison, ranking, and interview questions are available.
Review comparable evidence
Compare the same role-relevant results, strengths, risks, and areas to verify without converting one score into an unexplained automatic decision.
- 05Protected review links and immutable PDF output are available.
Send a decision-ready shortlist
Share the evidence, questions, and next action through a protected client review, then record interview, hold, or decline with context for the recruiter.
Treat exceptions as operations—not candidate evidence.
A delivery or access problem should change the follow-up, not silently change how the person is judged.
| Visible signal | Recruiter action | Do not assume | Record |
|---|---|---|---|
| Invitation failed | Check the address, correct the candidate record, and resend through the approved route | The candidate ignored or declined the process | Failure status, action, owner, and new deadline |
| Invited, not started | Confirm the invitation arrived and the candidate understands the steps | Lack of motivation or capability | Contact attempt and candidate response |
| Started, not completed | Ask about access, interruption, support, or accommodation needs | The partial result is ordinary comparable evidence | Material context before interpretation |
| Mixed evidence | Turn the pattern into a structured interview question | A single weak signal decides the shortlist | Question, evidence anchor, and reviewer outcome |
| Client has not responded | Follow up with the shared evidence and one explicit next-decision request | Silence is a decline | Response time, action, and follow-up owner |
See where the hiring lane is slowing down.
The agency analytics view uses records already created by the workflow. It shows funnel stages, invitation delivery, client engagement, decisions, and usage by client without requiring a separate reporting process.
- Invited → started → completed → reviewed → interview → hired.
- Stage-to-stage conversion for the recruiting funnel.
- Invitation sent, failed, and delivery-rate visibility.
- Shortlists shared, view rate, and first client-decision response time.
- Interview, hold, and decline decision breakdown.
- Shortlists, candidates, completion, and viewed shares by client.
Analytics populate from real workflow activity. No customer performance data or outcome benchmark is claimed here.
- Invited
- Started
- Completed
- Reviewed
- Client decision
Give the client a shortlist they can act on.
A staffing shortlist should not arrive as a spreadsheet of unexplained totals. The current handoff can combine comparison context, evidence, interview questions, an immutable PDF, and a protected client response.
The protected review link is not a persistent client account or branded client portal.
Run the next assessment batch from a working checklist.
The ungated plain-text checklist covers role setup, assessment selection, batch readiness, delivery and completion monitoring, evidence review, client handoff, closeout, and the candidate-reuse boundary.
Plain text, easy to edit, print, audit, or place inside an existing staffing operations playbook.- 01Project and role setup
- 02Invitation batch readiness
- 03Exceptions and evidence review
- 04Client handoff and closeout
Scale the workflow without overstating the product.
Available operational controls and planned platform capabilities are separated below.
Single and CSV bulk invitations through a durable queue, invitation delivery health, project funnel visibility, assessment assignment, results and comparison, structured interview questions, immutable PDF output, protected client review links, client responses, and agency analytics.
ATS/API/webhook integrations, SMS invitations, automated hiring decisions, candidate passports or cross-client evidence reuse, persistent client accounts, per-client white-label branding, advanced team roles, per-link permissions, and a complete audit-event history.
Questions staffing firms ask.
Use the product-status and methodology pages for the current capability and interpretation boundary.
Review platform statusCan a staffing firm invite candidates in bulk?
Yes. The current product supports CSV bulk invitations through a durable queue, alongside individual invitations. Invitation sent and failed states feed the delivery-health view.
Does CandidatesAssessment integrate with our ATS?
Not yet. ATS, API, webhook, and automation integrations are planned and should not be represented as live. The current bulk workflow uses CSV invitations.
Can we reuse a candidate’s assessment results for another client or role?
Not through a governed reuse workflow today. Cross-role or cross-client reuse needs candidate consent, role relevance, assessment-version lineage, expiry, and access controls. Those capabilities remain planned.
Does the platform automatically reject candidates?
No. CandidatesAssessment organizes evidence, comparisons, risks, strengths, and verification questions for human review. Recruiters and clients remain responsible for lawful interpretation and the hiring or placement decision.
Does the client need a platform account to review a shortlist?
No. The current handoff uses an opaque expiring or revocable link protected by verified email and a one-time code. It is a protected review surface, not a persistent client portal.
Put one candidate batch on a clearer evidence path.
Create an agency account, set the role evidence plan, invite the project, monitor progress, compare candidates, and prepare the client decision.