Recruit Architecture & Technical Specs

Aeion Recruit turns unstructured resumes into organized, comparable candidate profiles — with built-in bias detection so screening decisions stay fair.

What gets extracted from every resume:

• Contact and personal info (name, email, phone, location, professional links)
• Work history (title, company, dates, location, description, achievements)
• Education (degree, school, field, graduation year)
• Skills, broken out into technical, soft, and language proficiency
• Certifications and notable projects

Match Scoring

Each candidate receives an overall match score (0-100) against the job, with a breakdown across technical fit, experience, education, and culture fit. The system explains why a candidate matched — which skills lined up, which are missing, and where the gaps are — so recruiters aren't left guessing. Candidates land in one of five recommendation tiers, from strong match to no match, each with a plain-language reasoning summary.

Built-In Bias Report

Every score ships with a bias report: an overall risk level (low/medium/high) plus specific flags where unconscious bias may be creeping into the review. See the Deep Dives section below for how the five vectors work. High-risk flags route the candidate to an ethics review queue automatically.

Low-confidence extractions — unusual resume formats, for example — are automatically routed to a recruiter for manual review rather than silently guessed.

Replace first-round phone screens with structured, on-demand video interviews.

How it works:

1. Build a reusable template — questions, thinking time, and recording time limits per question, plus a welcome/closing message.
2. Candidates receive a secure, unique link and record their answers directly in the browser — no app download required.
3. Recordings are transcribed automatically, and AI scores the overall sentiment (positive / neutral / negative) so reviewers can quickly spot the most engaged, confident candidates.
4. Recruiters review a searchable transcript alongside the video, with per-question sentiment and completion time.

Response Lifecycle:

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invited → in_progress → completed ↘ expired (if not completed in time)

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Retakes and expiry: Templates can allow a configurable number of retakes per question, and unanswered invitations expire automatically after a set number of days — the candidate simply sees an updated status rather than a broken link.

Video and transcripts are stored securely behind time-limited, presigned access links — nothing is ever served through an open, unauthenticated URL, and there's no server-side proxy sitting between the candidate's browser and storage.

Generate polished, on-brand offer letters without leaving the platform.

Offers can include:

• Job title, department, employment type, and start date
• Salary, pay period, and currency
• Bonus terms (signing / performance / annual)
• Equity (share count, vesting schedule, strike price)
• Benefits, work location, and remote policy
• PTO policy and any custom terms you add
• An expiration date, after which the offer lapses automatically

Lifecycle:

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draft → sent → accepted / declined / expired

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HTML Generation

Offer letters are generated by combining candidate info, job details, compensation, benefits, legal terms, and your company branding into a professional, ready-to-send document.

E-Signature Integration

When the Aeion Sign module is enabled, offers route straight into e-signature — the signed, completed document attaches back to the candidate record automatically, with status tracked through acceptance or decline.

Built-in data governance so hiring stays compliant without manual tracking spreadsheets.

Retention: Candidate data is retained for a configurable period (2 years / 730 days by default) and automatically checked on a weekly schedule. When a candidate's retention window lapses:

• Their record and related applications, interviews, and scorecards are permanently deleted
• Anonymous, aggregate funnel counts are preserved so historical reporting stays intact
• The purge is logged for audit purposes

Consent Management: Track granted/revoked consent separately for data processing, background checks, and video interviews, with timestamps for both grant and revocation.

Right-to-Be-Forgotten Flow:

1. Receive a request for a specific candidate
2. Verify consent revocation
3. Generate a personal data export (JSON/PDF) for the candidate's records
4. Permanently delete all personal data across every linked record
5. Preserve anonymous aggregate analytics
6. Log completion for your compliance audit trail

Publish a job once and distribute it to the major boards without re-entering it four times.

Live-postable boards today: LinkedIn Jobs, Indeed, Glassdoor, ZipRecruiter

Connect each board's partner API key to publish live. Until a board's credentials are configured, that board runs in a clearly-flagged test mode — every result is marked as such, so nothing is ever silently faked as posted. Closing a posting works the same honest way: if no live connection is configured, the action fails clearly and leaves your local status unchanged rather than pretending the listing was closed.

Syndication Features:

• One-click publish across the configured boards
• Board-specific formatting (each board expects a different schema)
• Cross-posting deduplication (avoid duplicate listings)
• Per-board posting, status tracking, and analytics (views, applications, conversion)
• Auto-repost on schedule (weekly/monthly refresh)
• Pause/resume individual boards

> Roadmap: additional boards (Monster, CareerBuilder, Google Jobs, Dice, > and other ATS/aggregators) are planned using the same per-board > adapter approach.

Listing Data

Each board requires different field mapping. Aeion Recruit transforms:

• Title, description, requirements
• Location (city, state, remote policy)
• Salary range (formatted per board)
• Application URL (board-specific tracking)
• Company info, logo