AI-assisted evaluation
Every résumé is scored against the job’s own requirements, with strengths, qualification gaps and the evidence behind each score.
Hiring governance
Defensible hiring starts with hiring governance.
Can your organization explain why a candidate was rejected three years ago, and show the original evidence?
With RezRank’s Record Vault, that evidence is kept from the day you run the search.
The problem
Most recruiting platforms help you find candidates. Few help you explain your decisions afterward.
When someone asks, months or years later, why one applicant was shortlisted and another was rejected, most teams end up rebuilding the answer from:
- Memory
- Old email threads
- Incomplete ATS notes
- People who have since left the company
That isn’t a hiring record. It’s guesswork, and guesswork is hard to defend if a decision is ever challenged.
What hiring governance means at RezRank
Run, record and explain your screening decisions.
Hiring governance is how your organization runs, records and explains its screening, with the supporting evidence for why a candidate was accepted and moved forward in the process or was rejected. In RezRank it has three parts.
Human decision-making
RezRank doesn’t hire or reject anyone. Your recruiters review each evaluation, use their own judgment, and make the call.
Documented rationale
Each decision your team records is kept with who made it, when, and why. A rejection can’t be saved in Record Vault without a reason, and changing a decision adds to its history instead of overwriting it.
Introducing Record Vault
Run the search. Keep the record.
Every ranking you run in RezRank is kept in Record Vault as a hiring record, sealed the moment it’s saved. Original résumé files are added to the seal as they upload, and every decision your team records is chained to the one before it. Each time the record is opened, RezRank checks it against the seal. If anything has been changed or removed, it says so and shows which part.
What’s kept
Why it matters
Original job description
The exact criteria candidates were scored against, plus any hiring manager context that was added
Each résumé as it was scored
What information was available at the time of evaluation, with the original file where one was uploaded
AI evaluation report
Scores, reasoning, strengths and gaps for each candidate, as generated at the time
Supporting documents
The application from your ATS, cover letters, interview notes or scorecards and assessment results, added to the record and sealed with it
Team decisions
Who accepted or rejected each candidate, when, and why. A rejection can’t be saved without a reason
Activity log
Who opened the record, plus shares, emails, interviews, decisions and exports, in the order they happened
Integrity seal
A tamper-evident seal taken when the ranking is saved and checked again every time the record is opened
It keeps the evidence and the judgment behind an outcome, not just the outcome.
Defensible hiring, in practice
Open the original record instead of rebuilding it.
When questions come up later, your admins and recruiters open the record. Any record can also be transferred as a complete evidence package to Google Drive, a company folder, or a download.
A rejected candidate asks why
Open the record: their résumé as scored, the evaluation, and your team’s decision.
Internal audit or leadership review
Show how the process ran, step by step, from the record’s activity log.
Legal or HR inquiry
Give counsel the evidence package instead of recollections.
A new TA leader inherits past searches
The reasoning is already there.
The standard
- Every résumé scored against the same requirements.
- Every score explained.
- Every decision your team records, attributed, dated and sealed.
- Every search kept as a record.
Our position on AI in hiring
AI should speed up hiring, not replace human judgment. Organizations should be able to explain how their hiring decisions were made. RezRank is built on both ideas.
FAQ
Questions teams ask about Record Vault
Does RezRank make hiring decisions?
No. RezRank evaluates and ranks candidates. People make the decisions, and Record Vault keeps the decisions they record.
Can records be edited?
No one can edit a record’s job description, résumés or evaluation in RezRank, and decisions are added rather than overwritten, so earlier decisions stay in the history. Each record is sealed when the ranking is saved, and every decision is chained to the one before it. Each time the record is opened, RezRank checks it against the seal. If anything has been changed or removed since, including a decision, the record flags it and shows which part.
Who can open Record Vault?
Workspace admins and recruiters. Hiring managers and viewers can’t. Opening a record and downloading an original résumé are logged with who and when, and so is every decision, seal and export.
How long are records kept?
Your workspace admins decide. Keep records while the workspace is active, or set a retention period from 6 months to 7 years, and records past it are permanently deleted automatically. A shorter period only starts deleting 7 days after it’s chosen, so a mistake can be undone. Admins can also delete a single record at any time, and you can transfer any record to your own storage first. If you close your workspace, its records are deleted within 30 days.
Which plans include Record Vault?
Every plan: Core, Professional and Enterprise.
Does a record show that a hiring decision was fair?
No. A record shows what process was followed and how a decision was made. It doesn’t show that an outcome was free of bias, and it isn’t a substitute for your own review.
Three years from now, will your team be able to explain today’s hiring decisions?
Start keeping the record now.
RezRank provides documentation tools that support hiring governance. It does not provide legal advice or guarantee legal outcomes. Consult your counsel on retention and compliance requirements.