One hiring journey. More than one moment.
Candidate experience changes as hiring progresses. Shortlistr captures feedback at the stages where it happens, creating a clearer picture of what candidates actually experienced.
Feedback captured throughout the hiring journey, at the moment where it happens.
Real experiences. Protected candidates. Credible signals.
Shortlistr gives candidates a place to share what actually happened during a hiring process - without handing employers or recruitment agencies control over the story.
Every review passes through multiple checks before it can appear publicly. Candidate identity is protected, organisations have a right of reply, and neither positive nor negative sentiment determines whether a review stays published.
The goal is simple: create a hiring signal people can trust.
Six principles that protect the signal.
Candidate anonymity
Your voice, not your identity. Reviews do not reveal who you are to employers, agencies or the public. Shortlistr may identify you only where required for safety, integrity or legal reasons.
Candidate ownership
Your review stays yours. Employers and agencies cannot edit or rewrite it. They can respond or flag content they believe breaches our standards.
Fair to both sides
Candidates can share their perspective, and verified organisations can respond with theirs. Shortlistr does not decide whose version of an experience is "right." Where both meet our standards, both remain visible.
Right of reply
Verified employers and agencies can publicly respond to reviews - to add context, acknowledge an issue, explain what changed or offer another perspective.
Independent moderation
Positive and critical reviews are held to the same standards. Disagreement alone isn't grounds for removal. We moderate for privacy, safety, relevance and integrity.
Flagging
Anyone can flag content they believe breaches our standards. Flagging triggers a review, not automatic removal. Content may be temporarily hidden where there is an immediate privacy or safety concern.
Before a review appears, it has to pass our checks.
Before a review - and responses, are published, they move through multiple layers of validation and moderation designed to protect candidates, recruiters, organisations and the integrity of the data.
Learn more about ModerationWhat happens after a review is approved.
Publication isn't the end of the process. Approved reviews contribute to Shortlistr's structured hiring signals.
Responses across the hiring journey are translated into areas such as:
Together, these signals contribute to the Candidate Experience Index - CEI. Reviews can also inform measures such as salary transparency, feedback quality, process timing and Shortlistr's Silent Rejection Rate and Risk measures.
One review tells you what happened.
Many reviews reveal what keeps happening.
A single candidate experience can be useful. Patterns across candidates, hiring stages and time create something more powerful.
They can show where communication consistently breaks down. Where one agency is creating a stronger candidate experience than another. Where an employer has materially improved. Where candidates repeatedly experience the same issue. And where the reality of a hiring process differs from the experience an organisation believes it provides.
That's why Shortlistr collects structured feedback alongside candidate verbatims.
Experience becomes evidence.
What employers and agencies can see.
When a review is published, organisations can see the candidate feedback and the information associated with the hiring experience that Shortlistr makes public.
They do not receive access to the candidate's Shortlistr profile simply because a review has been posted.
Your review is about the experience - not about identifying you.
Different perspectives can coexist.
A candidate might say
"I completed three interviews and was told I'd hear back the following week. I followed up twice and never received a response."
The employer might reply
"During this period the role was unexpectedly placed on hold. We recognise that our communication did not meet the standard we expect and have since changed our candidate update process."
Shortlistr does not need to erase one perspective for the other to be useful. The candidate experience remains visible. The organisation's response remains visible. People reading both can make up their own mind.
What happens if something is flagged.
Published reviews remain subject to Shortlistr's standards. If a review is flagged, it is routed according to the concern raised.
Privacy risks can trigger immediate temporary removal from public view. Potential manipulation is assessed through review-integrity controls. Content involving serious legal or factual-risk signals can be escalated for additional review. Every flag creates a record so decisions can be reviewed and audited.
A flag is a request for assessment - not a veto over candidate feedback.
Built for signal, not pile-ons.
Review platforms only work when people can trust what they are seeing. That's why Shortlistr looks beyond individual pieces of content and monitors patterns that may suggest coordinated posting, duplicate activity, review bombing or other attempts to manipulate an organisation's reputation.
The same integrity standards apply whether the activity is unusually positive or unusually negative.
Our job isn't to protect a particular score. It's to protect the signal.
Your experience can improve the next one.
Every hiring process leaves information behind. Most of it disappears. Shortlistr turns that experience into something other candidates can learn from - and something employers and agencies can use to improve.
Share what happened. Stay anonymous. Help make hiring more transparent.
Share your experienceMake Shortlistr your unfair advantage.
Your privacy choices
We use essential technology to make Shortlistr work. With your permission, we'd also like to use analytics to understand how people use our pre-launch site and improve the experience.