How Majhi OS builds
a Digital Dossier.
A Digital Dossier cannot be built from a resume and a 30-minute screening call. It requires structured evidence collection across seven distinct signal sources — assembled in parallel with candidate engagement so the dossier is ready when the candidate is.
Step 1–3
Signal collection and history validation.
The first three steps establish the factual foundation of the dossier. All verification happens in parallel with candidate outreach — so no time is added to the search timeline.
Step 1: Professional History Verification
Cross-reference candidate’s stated employment history against LinkedIn, public records, and company data. Flag gaps, inconsistencies, and title inflation. Document what is verified and what is unverifiable.
Step 2: Compensation Benchmarking
Pull role-specific compensation data for the candidate’s current geography, company stage, and seniority level. Calibrate against the hiring mandate’s target range. Flag misalignment before the finalist stage.
Step 3: Network Mapping
Map mutual connections, second-degree reference paths, and credible informal verification routes. Score network quality and accessibility. Identify the highest-credibility reference path before formal references are requested.
Step 4–5
Leadership analysis and communication evidence.
Steps four and five assess leadership effectiveness and communication behaviour — two factors that are predictive of VP performance but typically invisible in a screening process.
Step 4: Leadership Pattern Analysis
Synthesise team growth data, direct report tenure at previous companies, and peer reference signals into a leadership effectiveness summary. Identify growth pattern, not just title sequence.
Step 5: Communication Evidence Collection
Track candidate responsiveness, reply quality, follow-through on commitments, and stakeholder communication during the recruiting engagement. Document patterns, not impressions.
Step 6–7
Risk flags and brief alignment.
The final two steps are where most candidate presentations fail. Explicit risk flags are typically omitted. Brief alignment is typically subjective. Majhi OS structures both.
Step 6: Risk Flag Assessment
Systematic review of short tenure patterns, unverifiable claims, compensation inconsistencies, and role regression. Every flag documented with context. No omissions — the hiring manager sees every flag the evidence surfaced.
Step 7: Brief Alignment Scoring
Dossier cross-referenced against the specific hiring manager brief criteria for this mandate. Explicit fit score produced. Mismatch areas identified and framed — not hidden.
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.
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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 a Digital Dossier built for your mandate.
In 45 minutes, Majhi OS will walk through all seven steps of a dossier built for a real candidate in your active search.
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