Pipeline overview

Faster screening without losing hiring control.Automation for speed. Human decisions for accountability.

This is how Lumen moves from active-candidate discovery to manager-ready decision packets across national recruiting operations, while preserving human ownership of final hiring outcomes.

Compliance note: this page describes product controls, not legal advice.

1) Role intake and hiring criteria

Define role requirements, location coverage, credential expectations, and urgency so each opening starts with aligned criteria.

Output: Structured role profile and decision criteria.

2) Active candidate discovery

Lumen combines open-market discovery with your private resume pool to surface active candidates and normalize profile signals before scoring.

Output: Live candidate pool with activity signals.

3) Verifier scoring and shortlist

Credential checks, fit scoring, risk flags, and shortlist ranking are generated in a consistent report format for recruiter and manager review.

Output: Decision-support report with ranked candidates.

4) Human-led selection and offer

Final hiring decisions, compensation, and offer steps remain fully human-controlled for compliance, quality, and accountability.

Output: Final hiring decision and offer action.

Governance controls for production use

  • Candidate notice when automated screening is used.
  • Human override path for adverse or low-confidence results.
  • State/role-specific credential verification controls.
  • Bias and drift monitoring on ranking outputs before production expansion.