HireFlow: Ensuring Transparency in Modern Employment Pipeline; Candidate-Company Relationships in Tech Recruiting 88 views

As technological innovation automates recruitment, it also introduces new tradeoffs and shifts balances of power between employers and applicants. Employment application processes can be complex and opaque. To simplify applications and to better inform applicants, a novel website is proposed that would store and display interview process data from diverse employers. The website would collect résumé and related data from students and employment criteria from companies. The website would also analyze the data, yielding insights and predictions for users in the form of charts, graphs and other information displays. For both employers and applicants, hiring can be stressful. As recruitment is automated and as application volumes grow, recruiters’ power relative to applicants has grown. The proliferation of AI has compounded the problem. Examining the changes in recruiting can prevent a negative spiral in relations that candidates have with recruiters and companies. Automated recruiting has shifted candidate-company relationships from reciprocal communication to data-guided triage, yielding a job application marketplace that can attract unqualified applicants, increase risk of candidate exclusion and exploitation, and deter employer transparency, with undesirable consequences for both parties.

BS (Bachelor of Science)

Hiring; Tech; Recruiting; Candidates; Pipeline; Company; Relationship; Employment; College

School of Engineering and Applied Science Bachelor of Science in Computer Science Technical Advisor: Briana Morrison STS Advisor: Peter Norton Technical Team Members: Sebastian Wiktorowicz

English

All rights reserved by the author (no additional license for public reuse)

2025-12-12