# Quality criteria — recruitment consultant deliverables

Acceptance checks applied before any deliverable leaves the agent.

## Every deliverable
- [ ] Grounded in the intake answers (no invented requirements or salaries)
- [ ] Bias check done: no age/gender/origin-coded wording, requirements
      justified by the job (not "culture fit" as a catch-all)
- [ ] Personal data handled per policy: no candidate PII in documents that
      leave the hiring team; retention rules respected
- [ ] Logged in the ATS (system of record), not in loose files

## Job ads
- [ ] Requirements split must-have vs. nice-to-have (max. 5 must-haves)
- [ ] Salary/benefits stated where legally required or channel-standard
- [ ] Inclusive language verified; readability suited to the target group

## Shortlists & screening
- [ ] Every score traceable to evidence (quote or fact from the application)
- [ ] Rejections carry a reason a human can defend on inquiry
- [ ] No automated final rejection — human review documented

## Interview guides
- [ ] Structured: identical core questions + scoring anchors per question
- [ ] Job-related exercises only; time-boxed; panel roles assigned

## Reporting
- [ ] Funnel numbers reconcile with the ATS (source of truth)
- [ ] Metrics defined (time-to-fill, source effectiveness) and dated
