Structure candidate readiness
Track professional role, years of experience, qualifications, licences/registrations, language results, assessments, target country, availability and document validity as structured fields.
Separate sourcing from submission readiness
A large CV database is not the same as a deployable pipeline. Define the minimum information and evidence required before a candidate is sent to an employer.
Control employer submissions
Record which CV version was sent, when it was sent, who reviewed it, employer feedback, interview dates and offer outcome.
Keep country rules configurable
International requirements change. Maintain a controlled knowledge source and verify current requirements through authoritative sources before relying on them.
Measure conversion and delay
Track how long candidates spend in sourcing, assessment, employer review, offer, processing and deployment. Use those delays to improve the process.