What’s inside
a Digital Dossier.
A Digital Dossier is not a long candidate profile. It is seven distinct evidence layers, each built from a different signal source, assembled into a structured intelligence file that gives a hiring manager what they need to decide.
Layer 1 & 2
Professional history and compensation.
The first two layers establish the factual foundation of the dossier. Every claim the candidate makes about their history is cross-referenced. Compensation is benchmarked against current role-specific market data.
Professional History Validation
Job titles, employment dates, and company trajectories verified against LinkedIn history, public records, and available reference signals. Unexplained gaps flagged with context. Title inflation identified.
Compensation Intelligence
Current base, OTE, equity, and total package estimated from role benchmarks, geography, company stage, and candidate seniority signals. Prevents misaligned finalist conversations.
Layer 3 & 4
Leadership patterns and network signal.
The third and fourth layers assess the candidate’s leadership effectiveness and network credibility — two factors that are predictive of executive performance but invisible in a resume.
Leadership Pattern Analysis
Team size growth across roles, direct report tenure at previous companies, and peer reference signals combined into a leadership effectiveness summary. Looks for growth pattern, not just title progression.
Network Signal
Mutual connection mapping, reference accessibility score, and referral path quality. Strong network signal indicates credibility and reduces informal verification time. Weak signal is flagged.
Layer 5, 6 & 7
Communication, risk, and fit.
The final three layers are where most candidate summaries fall short. Communication evidence, explicit risk flags, and a structured cultural fit assessment — all built from real signals, not recruiter impressions.
Communication Evidence
Reply speed, message quality, follow-through during the recruiting process, and stakeholder communication in previous roles. Executive communication behaviour is observable before the hire.
Risk Flags
Short tenure patterns (under 18 months in two or more roles), unverifiable achievement claims, compensation inconsistencies, and role regression. Every flag is presented with context, not just listed.
Cultural Fit Indicators
Hiring manager brief cross-referenced against candidate trajectory, leadership style, and stated preferences. Explicit fit score with the specific brief criteria used. Not a subjective assessment.
Related Reading
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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.
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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.
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See all seven layers built for your candidate.
In 45 minutes, Majhi OS will build a Digital Dossier for a real candidate in your active mandate and walk through all seven layers.
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