What the three columns are

When you open any candidate profile, the AI vetting brief sits at the top of the page. It is split into three columns, always in the same order, always labeled the same way.

• Column 1: Why They Match. The specific evidence in the candidate's history that maps to the Core Criteria. Three to six bullets, each grounded in something concrete from the CV or assessment results. This is what raised the Resume Match score.

  
  

• Column 2: Bonus Strengths. Things the candidate brings that you did not ask for but that are likely to help. Adjacent skills, leadership signals, cross-functional experience, language fluency, regional expertise. Read this column when you want to see what makes the candidate distinctive, not just qualified.

  
  

• Column 3: Things to Consider. Gaps, risks, and questions the AI thinks are worth raising. This is not a list of reasons to reject. It is a list of things you should test in the interview if you advance. Examples: a career gap with no listed reason, a skill mentioned but not demonstrated, a location mismatch with the role's onsite requirements.

The three columns are designed to be read together. Reading only one of them is the mistake most users make in their first week.

How to read the brief in 90 seconds

The brief is structured for fast reading. A useful pattern for the first read:

1. Column 1 first. Confirm the candidate matches on the things that actually matter to the role. If column 1 is thin, the score was probably driven by surface keywords, and you should treat the high Resume Match with caution.

2. Column 3 second. Read the concerns before the bonuses. If the concerns are deal-breakers (a hard requirement is missing, the candidate is in the wrong region with no relocation signal), you can stop here.

3. Column 2 last. Only if columns 1 and 3 cleared. Bonus Strengths is where you find the reason to fight for a candidate the team is lukewarm on.

This order is opinionated but it works. It surfaces the disqualifiers before you fall in love with the bonuses.

When the brief looks too thin or too generous

If a candidate's brief feels short, look at the Core Criteria on the job. The brief reflects what the AI was told to look for. A vague criteria set produces a vague brief. The fix is in Setting up Core Criteria, not in the AI itself.

If the brief feels too generous, especially when column 1 is full but column 3 is empty, treat it as a signal that the Core Criteria are too easy to satisfy. The AI is doing what you asked. You can tighten the criteria, re-rank the pool, and the brief will reflect the change immediately.

The brief is a starting point for the interview

The structured vetting view replaces resume skimming. It does not replace the interview. The most useful thing it does is give every interviewer on the panel the same starting context, so the conversation can begin where it should: with the candidate, not with the document.

A common pattern: copy the Things to Consider column into the interview kit. Each item becomes a question. The panel knows what to probe; the candidate gets to respond to the actual concerns instead of guessing.