Loading…
Six talent leaders on how they rebuilt hiring around consent-first controls — and what the audit trails, the time-to-hire figures, and their teams look like on the other side.
Redwood's compliance team drafted the screening rubric; SourceHire's Screening Agent applied it consistently across every application. The recruiter team recovered eleven hours a week and Legal signed off on the audit trail.
Meridian rebuilt their nursing pipeline around SourceHire's consent ledger. Candidates control what gets shared and can revoke without leaving the platform. Applications per requisition went up 3.4× in six months.
Arclight's university team used to spend the fall traveling between fifteen schools. The Coordinator Agent scheduled first-round interviews on the university's calendars, letting the team run remote first-rounds and travel only for finals.
Coastal's exam period arrived two weeks after they rolled out SourceHire. Their auditor requested a full export of every candidate touch across the previous six months. It took ninety seconds.
North Fork built a consented Talent Network with local unions and vocational programs. When a millwright role opens, the Sourcing Agent pings the right five candidates. Zero cold outreach, zero data-broker feeds.
Foundry's clients are Fortune 500 general counsels — high-stakes searches with high-standards paperwork. Handing over the consent ledger export at the end of an engagement has become part of their standard closing package.