Candidate presentation

Inputs

Use the role brief, scorecard, candidate records, screening/interview evidence, target client audience, and sharing authorization. Confirm whether the presentation is named or anonymized and which details may be disclosed. Candidate interest and permission to represent them must not be assumed from an ATS record.

Procedure

1. Resolve the candidate and role identities. Check that facts from different records have not been combined.
2. Lead with role relevance: the most useful evidence for the agreed outcomes. Attribute achievements accurately and distinguish verified facts, candidate statements, and recruiter assessments.
3. Summarize each criterion with evidence and open questions. Preserve meaningful gaps; do not turn a lack of evidence into either a qualification or a failure.
4. Include compensation expectations, availability, location, and work arrangement only when relevant, supplied, current, and authorized for this audience. Do not infer them from personal circumstances.
5. Remove unnecessary contact details and sensitive information. For anonymized presentations, also check employer/project combinations and linked documents that could identify the person; explain residual limits rather than promising anonymity.
6. For a shortlist, use a consistent structure and comparable evidence. Explain the recruiter's rationale without inventing an overall ranking or treating a match score as a hiring decision.

Output

Return a client-ready summary, evidence table, role-relevant achievements, approved logistics, unresolved questions, and a proposed next step. Include a separate internal sharing checklist and source notes so they are not accidentally sent to the client.

Example

Supported statement: “Alex reports building observability dashboards for three payment services. The interview provided a concrete example of reducing diagnosis time.” Open point: “Ownership of incident prevention across a full service lifecycle still needs assessment.” Unsupported rewrite to avoid: “Alex is a proven reliability leader who will eliminate incidents.”

With Vitae

Use live candidate, resume, job, and interview read tools where available. Do not create public share links, expose a CV, or select a presentation-sharing mode without the recruiter's authorization. If no verified sharing tool is available, return the content and direct the recruiter to Vitae's candidate presentation flow. Do not invent a public profile URL.

Quality check and handoff

Check every claim, current logistics, sharing scope, named/anonymized mode, and consistency across candidates. Draft complete means ready for recruiter review, not sent to the client. Record client feedback and the next agreed action when provided.