Recruiter Hot-List Access

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Recruiter Hot-List Access

ThirdEyeAI Solutions is preparing a controlled recruiter-access workflow for approved technology talent availability. Access is intended for legitimate recruiting and employer collaboration and does not expose private candidate records.

Privacy by design: public or recruiter-facing availability may include only approved professional fields such as role focus, skills, experience range, work authorization category when appropriate, location/work model, and verified availability status. Personal email, phone, resume files, compensation details, vendor-private data, and other candidate PII remain in the private candidate system.

Access and approval controls

Recruiter access requests are reviewed before approval. Candidate availability must be current, candidate permission and any vendor representation authority must be verified, and duplicate/source history must be checked before outreach or submission. AI may assist with resume parsing, skill normalization, summaries and match suggestions; humans approve outreach, representation, rates and client submissions.

The production workflow is designed for: Import Queue → normalize/dedupe → Vendors/Candidates_Private → availability verification → human approval → Public_Hot_List → approved Recruiter_Audience → Campaign_Log → response/status tracking.

Recruiter access request data contract

The n8n-ready contract uses stable fields: requester_name, organization_name, work_email, phone, role_or_title, business_purpose, talent_interests, consent_contact, privacy_acknowledgement, lead_source, page_context, utm_source, utm_medium, utm_campaign, and dnc_status. Access status, approval owner and audit timestamps are system-managed fields.

Access requests are reviewed before approval. Candidate PII remains private, and approved talent availability can include only authorized professional fields. No candidate PII is published by this draft.