Talent SummonerHow to share a Talent Summoner candidate-ranking report
Upload a job description and CVs, inspect the ranked report, then share a link or PDF so teammates can review without an account.
Talent Summoner's Candidate Ranking tool accepts a job description and candidate CVs, scores each CV against the requirements and produces a ranked report. The current page says you can download that report as a PDF or share a link; your team can review the result without creating an account.
This guide covers that report-sharing workflow. A report is a review aid, not a shared applicant pipeline, ATS record or hiring decision. Keep the role requirements, candidate evidence and human decision process visible to the people who review it.
Finish the ranking first
- Paste, type or upload the job description. Keep the version used for this review.
- Upload the candidate CVs. The current page lists PDF, DOCX, MD and TXT support and says up to 50 resumes can be added.
- Let the tool analyse and rank the candidates against the stated requirements.
- Read the report before sharing. Check that the role, candidate set and plain-English rationale are the ones you intended to review.
If a CV is missing, unreadable or outside the accepted file types, fix the input and run the ranking again. Do not assume an omitted CV was evaluated. Keep the ranking report tied to the job description and CV set that produced it.
Share the report with your team
The Candidate Ranking page documents two sharing options:
- Share a link. Use the generated report link for the intended teammate or panel. The page says the recipient can review without creating an account.
- Download a PDF. Use the PDF when a stable copy is needed for the approved review record.
Tell the recipient which role and candidate set the report covers, and ask them to read the evidence and rationale before discussing a decision. A link or PDF does not add a candidate to an application system, grant editing rights or contact anyone. The public page does not promise link expiry, revocation, comments, an audit history or a shared workspace, so do not infer those controls.
Review the evidence, not only the order
The tool reports scores and reasoning against the supplied requirements. Treat each item as a signal to inspect:
| Review question | What to check |
|---|---|
| Is the role scope correct? | The job description and must-have wording match the approved version. |
| Is the candidate set complete? | Every intended CV was accepted and analysed; missing files are recorded. |
| Is the rationale supported? | The explanation points to a concrete CV statement rather than adding a fact. |
| What remains unknown? | Missing salary, location, authorization or availability stays unknown until a person verifies it. |
| What is the next human step? | A recruiter or hiring manager records follow-up, interview or hold in the approved process. |
A rank does not prove ability, availability, interest or performance. Do not treat a lower rank as a rejection, or a top rank as an automatic hire. Keep candidate sourcing separate: candidate sourcing discovers public profiles from a role description, while Candidate Ranking evaluates CVs you supply.
A copy-ready handoff note
Use this plain record beside the shared link or PDF:
Role and version: [job description]
Candidate set: [count and file date]
Report link or PDF: [location]
Recipient or panel: [intended reviewers]
Known missing or unreadable files: [record]
Evidence questions to verify: [record]
Human owner and next step: [record]Share only through the route approved by your team. If the wrong role or candidate set was ranked, stop and create a corrected report rather than asking reviewers to interpret a mixed file set. Keep the original input and the corrected handoff traceable.
Product boundary
The public Candidate Ranking page documents upload, scoring, a ranked report, PDF download and a shareable link that teammates can open without an account. It does not document a shared sourcing shortlist, ATS or applicant-pipeline updates, candidate contact, automatic rejection, link lifecycle controls or a guarantee of a hiring outcome. The 31 July 2026 Changelog separately documents human-approved AI Email Outreach; sharing a ranking report does not send a message.
Can my team view a ranking report without an account?
Yes. The current Candidate Ranking page says the report can be shared by link and that the team can review it without creating an account.
Can I download the report?
Yes. The page lists PDF download and shareable-link options after the report is produced.
Does sharing the report create an applicant record?
No such behavior is documented on the Candidate Ranking page. Treat the report as a review artifact and keep application tracking in your approved process.
Does a top-ranked candidate automatically move forward?
No. The ranking is a signal based on the supplied role description and CVs. A human reviewer must verify evidence and decide the next step.
Is this the same as sharing a sourcing shortlist?
No. Candidate Ranking evaluates supplied CVs. Candidate Sourcing discovers public profiles. Keep their inputs and evidence boundaries separate.
Next step: complete the Candidate Ranking workflow, inspect the report and share its link or PDF with the intended reviewers.
