π€ Candidate Enters β π CV parsed β π₯ AI Interview (Video/Audio) β π§ AI psychometrics β π¬ HeyGen video generated β π Recruiter Review β π Approve or Reject β π¦ Published to Pool (Supabase β Wized)
This is the full evaluation loop.
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π« 2. Candidate Intake Workflow
πΉ Step 1 β Source the Talent
Recruiters may source talent via: β’ LinkedIn β’ Existing Onikom network β’ Talent referrals β’ Internal developer sourcing β’ WhatsApp inbound β’ Job ads (only early stages)
Sourcing rule:
βOnly invite candidates we would be proud to show clients.β
πΉ Step 2 β Invite to Apply
Candidates receive a link to: β’ Web application page β’ WhatsApp chatbot intro Both lead into the same onboarding sequence.
πΉ Step 3 β CV Upload & Parsing
The system extracts: β’ Skills β’ Roles β’ Employment history β’ Languages β’ Seniority β’ Tech stack
Recruiter checks for correctness.
πΉ Step 4 β AI Interview
Candidates answer a short async interview: β’ Introduction β’ Technical story β’ Challenge example β’ Communication sample
They may record via: π₯ video or π audio.
πΉ Step 5 β AI Summary & Psychometrics
AI creates: β’ Summary paragraph β’ Signal scores (3β5 categories) β’ Communication markers β’ Red flags or warnings
Recruiter must verify accuracy and adjust when needed.
πΉ Step 6 β HeyGen Video Generation
n8n triggers HeyGen to produce a short intro video.
Recruiter verifies: β’ Lip sync β’ Clarity β’ No hallucinated text β’ Candidate representation is correct
If incorrect, recruiter triggers Regenerate (only once).
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π© 3. Recruiter Approval Workflow
A candidate is approved only if ALL criteria below are met.
βοΈ Skill Verification
Matches CV + AI summary + recruiter judgment.
βοΈ Communication
Clear English + coherence in answers.
βοΈ Professionalism
Manners, tone, reliability in responses.
βοΈ Availability
Marked correctly as: β’ π’ Available Now β’ π‘ Available Soon β’ π΄ Not Available
Recruiter confirms availability via WhatsApp or call.
βοΈ Identity Obfuscation
Before approving, recruiter ensures: β’ No LinkedIn URLs β’ No full names in CV β’ No emails visible β’ No company names if sensitive β’ Videos contain no personally identifiable information
βοΈ Video Quality Check β’ HeyGen video is clean β’ No audio glitches β’ Correctly branded β’ Not too long (max 30β45 sec)
βοΈ Fit Category Assignment
Recruiter tags each candidate with up to 4 fit categories, such as: β’ Backend β’ Full-stack β’ Frontend β’ QA Automation β’ Mobile β’ Data Eng β’ DevOps β’ UI/UX β’ PM / BA
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π§ 4. Airtable β Supabase Sync Rules
π Airtable is the Recruiter Workspace
Recruiters work almost entirely inside Airtable: β’ New candidates β’ In review β’ Interviewed β’ Video ready β’ Approved β’ Published
π Sync Behavior
n8n syncs Airtable β Supabase: β’ On status change β’ On approval β’ On availability update β’ On video ready β’ On rejection (to archive table)
πΎ Supabase Is the System of Record
Once synced, Supabase holds: β’ Public/blurred data β’ Internal/locked data β’ Video URLs β’ Psychometrics β’ Rates β’ Tags β’ Availability status
Wized reads from Supabase to show candidates in: β’ Blurred catalog β’ Full profiles β’ Instant Match recommendations
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π 5. Instant Match Readiness Criteria
A candidate is marked as Instant Match Ready when: β’ Approved βοΈ β’ HeyGen video ready βοΈ β’ Skill tags set βοΈ β’ Rates validated βοΈ β’ Availability β€ 2 weeks βοΈ β’ Psychometrics processed βοΈ β’ No PII visible βοΈ β’ At least 1 recruiter endorsement βοΈ
If any of these drop out of sync, the candidate loses βInstant Match Readyβ status.
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π 6. Availability Maintenance Rules
Availability is the #1 driver of match quality.
Recruiters must maintain:
Weekly Verification Cycle β’ Monday: all π’ candidates are confirmed β’ Wednesday: all π‘ candidates get a reminder β’ Friday: candidates with no update revert to π΄
WhatsApp Automation
n8n sends reminders every 3β7 days depending on status.
Rule
No candidate may stay π’ more than 14 days without verification.
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π 7. Replacements Process
If a hired engineer leaves or is removed:
1. Replace within 72 hours
Recruiters must provide 1β3 alternatives fast.
2. Priority Order β’ Candidates already interviewed by recruiter β’ Strong psychometric match β’ Availability immediate
3. Replacement Success Criteria
Client accepts replacement β SOW continues.
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β 8. Rejection Rules
Reject when: β’ English is insufficient β’ AI interview is incoherent β’ Fake experience suspected β’ CV heavily inflated β’ Poor attitude β’ Unprofessional behavior β’ Identity mismatch β’ Refusal to update availability
Rejected candidates go to Airtable β Archive.
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π€ 9. Publishing to the Talent Pool
A candidate becomes visible to clients only after: β’ Approval β’ Sync to Supabase β’ Obfuscation check β’ HeyGen video verification β’ Rate confirmation
Once published: β’ Blurred profile is visible to all visitors β’ Full profile unlocks post-MSA β’ Recruiters monitor clicks to detect high-demand roles
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π§ͺ 10. Internal QA Guidelines
Ops/QA checks: β’ Random sample weekly β’ Check 5% of the pool β’ Verify psychometric consistency β’ Verify video quality β’ Verify availability freshness β’ Verify obfuscation (no PII leakage)
If issues arise β retrain recruiter + remove faulty profiles.
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π‘οΈ 11. Security & Compliance for Recruiters
Recruiters must: β’ Never store CVs locally β’ Never share candidate data outside Airtable/Supabase β’ Never send videos directly to clients β’ Never expose real names pre-MSA β’ Use only company tools β’ Follow GDPR-like principles
Security breach protocol β escalate to Ops Lead immediately.