Product · August 25, 2026
Review a possible duplicate before creating another candidate
RecruitIQ can preserve an incoming application while the recruiting team decides whether it belongs to an existing person or a genuinely new candidate.
Keep the application safe while identity is clarified
An incoming application and a candidate profile are no longer treated as the same decision. RecruitIQ can save the exact application first, compare it with candidates inside the same organization, and attach it to an existing person when the identity evidence is reliable.
When the evidence is ambiguous, the application stays available for review without silently creating a second permanent candidate. A pending application does not enter a job pipeline until it has a candidate identity.
Use evidence without assuming that matching names are matching people
RecruitIQ compares normalized email, internationally formatted phone, LinkedIn, source identity, and the fingerprint of the actual resume file. A repeated source event is recognized as a retry instead of another person.
A matching name is always worth noticing, but it never merges two people by itself. A likely email typo also remains supporting evidence unless a stronger signal, such as the same phone and name, corroborates it. Resume filenames are not treated as proof because unrelated people often upload files called Resume.pdf.
Give the recruiter three explicit choices
The duplicate review page shows the incoming evidence beside the possible existing candidates. Choose Same person — attach to link the application to an existing profile, or Different person — create separately when two people happen to share similar information.
Choose Leave unresolved when the team needs more evidence. Repeating a completed action does not create another candidate or count the same application twice, and a second recruiter cannot overwrite a decision that already finished.
Roll out organization by organization
Duplicate prevention can be reviewed in a nonblocking stage before it is enforced for an organization. Historical possible duplicates can be audited without automatically merging or deleting candidate records.
Identity resolution does not replace recruiter judgment, external-recruiter credit rules, or existing access boundaries. Candidate comparisons and review actions remain inside the signed-in organization.