Candidate intelligence,
not candidate profiles.
Most recruiting delivers a profile and calls it candidate intelligence. A profile tells you what a candidate says about themselves. Intelligence tells you what the evidence says about them. That distinction changes who gets hired.
The Intelligence Distinction
Profile vs. intelligence.
A candidate profile aggregates self-reported information into a readable format. An intelligence file structures verified evidence into a decision-ready document. They look similar on the surface. They serve different purposes under pressure.
When a hiring manager is choosing between three finalists — each with an impressive profile — the profile is not useful. The intelligence file is the only document that helps them decide.
Profile (what most firms deliver)
A curated presentation of the candidate’s self-reported history, recruiter observations, and interview notes. Organised for readability. Not structured for decision-making.
Intelligence (what Majhi OS delivers)
Seven evidence layers, each sourced independently, structured around the hiring manager’s decision criteria, with explicit risk flags and fit scores. Built for the decision, not for the introduction.
How Majhi OS Builds It
The intelligence production process.
Digital Dossiers are not produced manually for each candidate. Majhi OS builds them through a structured evidence-collection system that runs in parallel with candidate engagement — so the dossier is ready when the candidate is shortlisted, not weeks later.
Signal Collection
Public professional data, compensation benchmarks, network mapping, and communication behaviour collected automatically from multiple sources as the candidate progresses through the pipeline.
Evidence Structuring
Raw signals organised into the seven evidence layers. Each layer tagged with source and confidence level. Unverifiable claims flagged. Conflicting signals surfaced, not resolved by assumption.
Brief Alignment
Final dossier cross-referenced against the specific hiring manager brief for this mandate. Fit score generated. Mismatch areas flagged explicitly.
The Output
What a hiring manager receives.
A Digital Dossier is typically 8–12 pages for a VP-level candidate. It opens with a fit summary and risk flag overview, then provides the seven evidence layers with supporting detail. A hiring manager can read the summary in five minutes and the full dossier in twenty.
It does not ask the hiring manager to trust the recruiter’s judgment. It gives them the evidence to form their own.
82% of candidates presented by Majhi OS with a Digital Dossier are approved by the hiring manager for advancement. The industry standard is 38%. The dossier is the primary driver of that difference.
Related Reading
More from Majhi OS.
Candidate Intelligence
Most recruiting delivers candidates. Majhi OS delivers intelligence — evidence-backed dossiers that give hiring managers what they need to decide, not just a profile to review.
Read more →
Digital Dossier
The evidence-backed candidate intelligence file that replaces the resume in executive hiring. Seven evidence layers. Built by Majhi OS for every shortlisted candidate.
Read more →
Hiring Reliability Index™
The real-time composite score that measures mandate health. HRI and Digital Dossier work together — dossier quality directly drives shortlist approval rate, the HRI’s third sub-signal.
Read more →
See candidate intelligence built for your search.
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