North America context
U.S. and Canadian employers frequently blend direct sourcing with staffing partners. Misaligned handoffs create duplicate profiles, consent ambiguity, and noisy candidate experiences. A short checklist published before go-live reduces friction between TA, procurement, and InfoSec.
Executive summary
Document consent scope, authoritative identifiers, async URL policy, and decision logs before scaling agency-sourced pipelines.
Handoff checklist
| Item | Question |
|---|---|
| Consent | Does scope cover this employer’s evaluation steps? |
| Golden source | Where is the latest resume and contact info mastered? |
| Async links | TTL, reissue, role-based access? |
| Evidence | Rubric version + reviewer for agency-sourced candidates? |
| Exit | Data return or deletion upon partnership end? |
Related links
Remote hiring funnel, Financial services peaks. Resume analysis Pricing
Frequently Asked Questions
Key questions often raised by business leaders and HR teams:
Who owns the candidate record?
Define golden-source rules in contracts—often the employer ATS once engaged, but verify.
Who recontacts the candidate?
Keep a single pathway per agreement to avoid duplicate outreach.
Can agencies receive async links?
If allowed, scope expiry, reissue policy, and viewer roles with security review.
Post-reject referrals to other reqs?
Cool-downs and fees vary—spell them out contractually.
Cross-border candidates?
Immigration and eligibility are specialized—engage experts.