Review queue basics

Review candidate evidence and record the next hiring decision.

Use Review as your daily decision board across positions. The Needs review column is intended to hold candidates ready for an initial decision.

Review one candidate

1. Open Review.
2. Filter by position if you are focusing on one role.
3. Start in Needs review.
4. Open the candidate's report.
5. Review the resume, video answers, transcripts, assessment results, notes, and any trust signals.
6. Compare the evidence with the role's requirements.
7. Record the next step by moving the candidate to the appropriate column.

The usual columns are Needs review, Shortlist, Interview, Offer, Hired, and Rejected.

Read scores and signals carefully

An overall score summarizes available evidence and can help you decide what to review first. AI-assisted, culture, trust, and authenticity scores are decision aids. They do not prove suitability or misconduct and should not automatically reject a candidate.

Always examine the underlying evidence and document a job-related reason for your decision.

If blind review is enabled, identifying details may be hidden during early screening. Follow your organization's policy for when identity becomes visible.

If a completed candidate is missing

Journey completion is intended to move a candidate into Review, but this has not been proven to happen consistently.

1. Open the position's Pipeline or Board.
2. Find the candidate and confirm that the journey is complete.
3. Move the candidate to the appropriate review stage.
4. Return to Review and confirm the candidate is visible.

Keep Review useful

• Check for new work each business day.
• Leave every opened candidate with a clear next step.
• Follow up on missing interviewer feedback.
• Use bulk actions only after checking every selected candidate.
• Use scores to prioritize and human judgment to decide.

For the complete workflow, see Review and move candidates forward.