Training & onboarding
Agency Training Centre
Ten practical modules from client brief to evidence-backed shortlist, presentation, feedback and next step. Learn without customer data or independent-verification claims.
Agency Training Centre module guide
1. Welcome & product orientation · 4 min
Objective: Explain who Agency is for and distinguish it from Hiring Workspace.
- Identify whether the organization represents candidates to outside employers or hires for its own roles.
- Use Agency for the first model and Hiring Workspace for the second.
- Keep recruiter judgment, candidate-attested information, and client-facing material distinct.
2. Navigate the premium Agency workspace · 4 min
Objective: Use the workspace navigation, Help & Resources, saved views, and Back controls confidently.
- Start in Overview for real recorded workspace signals and attention items.
- Use Clients, Job orders, Candidates, and Matches for the core recruiter flow.
- Use Presentations & shortlists for ongoing collaboration when it is available.
- Use Team and Plan for administrative work; use Back or breadcrumbs to return from details.
3. Clients & job orders · 5 min
Objective: Build accurate client and job context before assessing candidates.
- Create the client record first.
- Create a job order linked to that client and use the real posting text.
- Search or filter the lists and save a useful view when needed.
- Open the job to review its context or move to Matches for its candidate ranking.
4. Candidate consent & source-resume truth · 5 min
Objective: Invite candidates with consent and describe attestation accurately.
- Create a candidate invitation and send the link yourself; TraceScout does not email it automatically.
- The candidate signs in with the invited account, reviews the consent information, and accepts.
- Treat the source resume and claims as candidate-attested, not independently verified.
- If a newer resume is attested, treat older assessments as stale when the product marks them so.
5. Candidate-centric match review · 5 min
Objective: Answer: How does this person fit this role?
- Open Candidates and select an accepted candidate.
- Choose the real job order and run the existing assessment workflow.
- Review the recorded score, teal-ticked strengths, and ordinary-bullet gaps internally.
- Use re-score when the displayed result is stale; do not treat an older result as current.
6. Job-centric candidate ranking · 6 min
Objective: Use Matches to compare considered candidates for one selected job using recorded scores only.
- Open Agency Workspace → Matches.
- Select or open one job order and confirm its job title and client context.
- Read scored candidates highest first. Equal scores use a stable name order.
- Treat score-unavailable or not-scored candidates as unranked after scored candidates.
- Review teal-ticked strengths, bullet gaps, tailored/current status, and open Review candidate when needed.
7. Tailoring & current eligibility · 5 min
Objective: Keep historical tailored records separate from current share eligibility.
- Review the assessment before requesting a tailored resume.
- Wait for the tailored document and its check against the relevant attested source resume.
- Read historical tailored-record status as history, not automatic permission to share now.
- Resolve any stale resume, assessment, document, job, consent, or sharing issue before sharing.
8. Presentations, shortlists & client access · 6 min
Objective: Use public links and private client collaboration without crossing visibility boundaries.
- Choose the correct path: public verification link or private client shortlist.
- For a private path, create a draft shortlist linked to the client job and add only currently eligible candidates.
- Publish when ready; drafts are not client-visible.
- Invite a client contact using their exact email and manage access separately from public-link controls.
- Withdraw an outdated submission, resolve eligibility, and resubmit the current version.
9. Reusable talent, tasks, This week & outcomes · 5 min
Objective: Run ongoing collaboration from recorded activity without inventing operational signals.
- Use This week to review recorded client questions, unavailable submissions, and open tasks.
- Create, assign, and progress follow-up tasks using the current staff directory.
- Use Reusable talent to find still-linked candidates and see who has not been scored for a selected job.
- Record outcomes truthfully as recruiter-recorded information.
10. Team, plan, privacy & troubleshooting · 5 min
Objective: Manage people and commercial access while preserving consent, privacy, and truthful recovery.
- Administrators create seven-day staff links and send them directly; staff do not consume candidate capacity.
- Use Plan & campaigns for current workspace commercial state; never quote beyond the displayed supported market.
- Treat client access, public links, candidate consent, and candidate membership as separate controls.
- When something is unavailable, read the stated cause, retry the affected read, and never substitute a guessed result.