Company Verification
To streamline company verification, we need a robust system to ensure authenticity and credibility.
Scope
Company Verification Methods:
Document Verification: Manual review of uploaded documents. Third-Party Verification: Integration with third-party services. Third-Party Vendor Evaluation:
POC Focus:
Evaluate the effectiveness of document verification and third-party verification methods. Compare turnaround times, pricing, and integration efforts for different third-party services. Assess the accuracy and reliability of verification results.
POC done - moving ahead with Cashfree
Deliverables
Recommended verification method(s) Detailed implementation plan A well-documented, user-friendly system
Designs for Company Verification
Org level logic → Recruiter level logic
Objective
Revamp the onboarding logic to transition from an organization-level structure to a recruiter-specific structure. This ensures that individual recruiters from the same organization are treated as independent entities with separate accounts, activities, and job management.
Problem Statement
Currently, the platform operates on an organization-level logic. All recruiters onboarded from the same organization (e.g., and ) can view and interact with each other’s activity and job postings. Challenges:
Limited features for multiple recruiters from the same organization. Privacy and autonomy concerns for recruiters managing separate hiring workflows. Inflexibility in feature allocation, reducing platform usability. Proposed Solution
Switch to recruiter-specific logic:
Each recruiter is treated as an independent entity. Onboarding verification is recruiter-specific, regardless of the domain (e.g., ) Recruiters cannot view or access the activity or job postings of others from the same organization unless explicitly shared through collaboration features. Key Requirements
Functional Requirements:
Each recruiter must independently verify their company during their first signup. No assumptions based on email domain; verification is mandatory for each account. and will have entirely separate dashboards. Activities, job postings, and data are not shared unless explicitly linked Maintain distinct feature sets per recruiter account without impacting others in the same organization. Non-Functional Requirements:
Scalability: Ensure the platform supports seamless recruiter onboarding for companies with high recruiter counts. Data Privacy: Ensure strict data isolation between recruiter accounts. User Experience: Simplify the onboarding process while maintaining the independence of recruiter accounts. Acceptance Criteria
Recruiter accounts are independent, and no data or activity is shared by default. Onboarding requires verification for each recruiter, regardless of domain. Feature allocation remains independent per recruiter account. Future Scope: Bucket Feature
Invitation-Based Onboarding: Recruiter 1 can invite Recruiter 2 from the same organization. Recruiter 2 bypasses the company verification process upon accepting the invitation. Invited recruiters form a "bucket" linked to the inviting recruiter. All recruiters in a bucket belong to the same organization. Recruiters in the same bucket can view each other’s activities (e.g., job postings, candidate pipelines). No permissions for CRUD (Create, Read, Update, Delete) operations on each other’s data
Candidate Parameter Scoring and Display Enhancements
Objective
Enhance the recruiter platform and admin panel to display and manage candidate evaluation parameters. This feature will streamline candidate assessment by showcasing key scores and badges to recruiters while simplifying the admin workflow for assigning these parameters.
Platform Requirements
Recruiter Platform
Feature: Candidate Parameter Badges
Candidate listing cards (overview). Candidate detail cards (full application view). Work Ready (Boolean) – Display as a badge (e.g., “Work Ready”). Communication Score (Positive Integer). Confidence Score (Positive Integer). Time-to-Join Date Range.(immediate/15 days/ 30 days / 60 days ) Badges should be visually distinct and intuitive for recruiters to quickly assess a candidate’s qualifications. Include tooltips or hover descriptions for clarity on parameter meanings. Admin Panel
Feature: Candidate Parameter Input Fields
Add input fields against each candidate for: Work Ready (Badge title, description, image , skills) Communication Score (Positive Integer). 0 - 50 Confidence Score (Positive Integer). 0 - 50 Time-to-Join Date Range. - date range All fields should be optional for flexibility. Allow admin to select multiple candidates and assign scores/values to all selected candidates in one action. Example: Assign “Work Ready” status or set the same Communication Score for a group of candidates. Acceptance Criteria
Recruiter Platform:
Parameter badges are visible on both listing and detail cards. Badges display correct values and are easy to interpret. Admin Panel:
Admin can manually assign parameter values to individual candidates. Admin can bulk-assign values to multiple candidates efficiently.
Company Verification + Org->rec + Badges
Company Verification