01
Separate product
Recruiter access needs its own entitlement contract
Recruiter search, projects, talent pools, candidate pipelines, job postings, applicants, resumes, and messaging carry product-specific and candidate-data obligations. DewEngine has no approved Recruiter connector. The platform blueprint keeps it decision-gated until the LinkedIn gate clears, the exact Recruiter subscription is validated, and purpose limitation, retention, deletion, and per-feature entitlement tests pass.
- Do not infer Recruiter access from a base LinkedIn account
- Keep candidate capabilities distinct from sales features
02
Job purpose
Bind every search to a requisition or documented need
A search definition should identify the hiring organization, recruiter, role, location, required skills, allowed criteria, retention window, and review owner. Open-ended talent collection creates a shadow database without a clear purpose. When the requisition closes or changes materially, stop scheduled search and re-evaluate retained candidates rather than continuing an evergreen pipeline by default.
- Version search criteria with the requisition
- Expire unreviewed candidate observations on schedule
03
Criteria safety
Keep matching explainable and job-related
Search and ranking should use explicit, reviewable job criteria and avoid inferred protected or sensitive traits. Missing profile fields are not negative evidence. Provider order must not become an automatic hiring score. Show recruiters why a candidate appeared, which evidence is uncertain, and how to correct a mistaken identity or company association before any outreach or stage change.
- Require human review before candidate advancement
- Audit filters and derived features for proxy discrimination
04
ATS boundary
Keep application and hiring decisions in the ATS
The ATS remains authoritative for candidate identity, application, stage, interview, accommodation, recruiter role, and disposition. A connector returns source-scoped observations and communication evidence using opaque references. It must not auto-reject, advance, or merge applicants. A searched professional and an applicant may be the same person, but that association needs tenant-local evidence and correction.
- Never expose one employer's candidate mapping to another
- Separate sourcing interest from applicant consent and status
05
Communication
Treat contact as a later accountable decision
A shortlisted search result does not authorize an InMail, invitation, or message. Before contact, verify recruiter authority, current job purpose, recipient identity, prior preference, suppression, existing conversation, account entitlement, budget, and final content approval. A response should pause incompatible follow-ups and route to the recruiter; automated classification cannot make the hiring decision.
- Show the job and sender beside every proposed message
- Record candidate preference and withdrawal across workflows
06
Release evidence
Qualify candidate lifecycle and adverse failure
Tests must cover subscription eligibility, role changes, closed requisitions, duplicate candidates, withdrawn applications, inaccessible profiles, unsupported filters, partial pages, throttling, tenant substitution, correction, export, retention, erasure, and account restriction. Counsel and provider approval, consented real-account conformance, audit, conservative budgets, and kill switches are mandatory. Until then, this remains educational recruiting architecture.
- Test deletion across search, project, message, and ATS links
- Review what candidates see when data or outreach is wrong