Start with the work, not the industry label
Scheduling, placement administration and operational task histories. A provider needs to understand how the records connect requests, decisions and outcomes. Describe a representative workflow and the years actually available. This page does not establish buyer demand for your particular business.
A question that changes the scope
Can the purpose be met with workflow structure rather than resumes, assessments or sensitive candidate attributes?
Restrictions to investigate
Applicant data, employment information and client or candidate confidentiality. Make exclusions explicit before a sample is selected. Obtain a transaction-specific review of authority, confidentiality and privacy obligations rather than assuming that operational records can be freely licensed.
What to put in the first brief
Describe the business at category level, list the systems and retained years, and identify who can authorize an evaluation. Explain missing periods or incompatible formats. Do not include customer names, employee details, privileged material or credentials in an initial inquiry.
How to compare interested providers
Ask each provider to state the actual contracting entity, accepted record categories, permitted uses and responsibility for preparation. A direct license, intermediary introduction and marketplace listing are different routes. Request scoped terms before comparing payments.
Use the directory to investigate the program model, then verify fit directly through the provider’s official source. No provider is endorsed for this industry.
A practical comparison checklist
- Can operational scheduling be separated from applicant assessments and resumes?
- Are candidate permissions and client agreements distinguishable across placements?
- Does the provider need person-level attributes, or can a process-only representation answer its question?