Protect sensitive candidate context in scorecards
Fair evaluation and controlled access often require different people to see different versions of the same candidate record.
Reducing exposure can also remove context that people rely on to complete, explain, and audit decisions.
“I need to prove interviewers saw only what they should, without making every review impossible to explain.”
Simon Simon · Compliance Recruiting Manager
Supports enterprise hiring programs where access to candidate information is closely governed and regularly audited.
What pulls against what
- least-privilege access vs. evaluative context
- compliance certainty vs. workflow continuity
- one-way migration vs. incomplete verification
- interviewer simplicity vs. audit reconstruction
What is at stake
A permanent access-model migration must protect sensitive information without degrading structured evaluation or auditability
Why Ashby
At Ashby, this can matter when hiring teams need structured evaluation workflows that remain usable under stricter access expectations.
Written for
This is the setup. The work is inside.
Running it puts you in the room: the full situation and its constraints, stakeholders who push back in their own words, and the decisions that are yours to make. What you produce becomes a Day One Plan — work you can show someone instead of describing.