Digital Dossier:
Evidence, not profile. Intelligence, not resume.
A resume is a candidate’s self-description. A Digital Dossier is a structured intelligence file built from verified evidence. It is what Majhi OS produces for every shortlisted candidate — and it is why Majhi OS achieves an 82% shortlist approval rate.
The Problem
Resumes fail at the executive level.
A VP-level candidate resume tells a hiring manager what the candidate says they did. It does not tell them what the candidate actually achieved, how they performed under pressure, what their leadership style produced, or whether their trajectory fits the open role.
At the executive level, every candidate has an impressive resume. The resume is not the differentiator. The intelligence behind it is.
What a Resume Contains
Job titles, dates, self-reported achievements, a skills list, education. All unverified. All written by the candidate to maximise appeal. Zero adversarial intelligence.
What a Digital Dossier Contains
Verified professional history, compensation data, network signal, communication evidence, leadership pattern analysis, risk flags, cultural fit indicators. Built by Majhi OS — not by the candidate.
The Seven Evidence Layers
What every Digital Dossier contains.
Majhi OS builds Digital Dossiers using seven structured evidence layers. Each layer is produced by a different signal source. Together they give a hiring manager what they actually need to make a decision.
1. Professional History Validation
Dates, titles, and company trajectories cross-referenced against public records, LinkedIn history, and reference signals. Gaps flagged. Inconsistencies noted.
2. Compensation Intelligence
Current OTE, base, and equity range calibrated against role-specific benchmarks. Prevents wasted finalist stages on mismatched expectations.
3. Leadership Pattern Analysis
Team size growth, direct report tenure, and peer feedback signals synthesised into a leadership effectiveness summary. Not a personality test — observed patterns.
4. Network Signal
Mutual connections, reference accessibility, and referral path mapped. Indicates candidate credibility and ease of informal verification.
5. Communication Evidence
Responsiveness, reply quality, and follow-through during the recruiting process. Candidate engagement behaviour predicts executive communication style.
6. Risk Flags
Short tenure patterns, role regression, unverifiable claims, and compensation inconsistencies. Surfaced explicitly — not buried or omitted.
7. Cultural Fit Indicators
Hiring manager brief cross-referenced against candidate trajectory. Explicit fit score with rationale, not a gut-check from a recruiter.
The Outcome
82% shortlist approval.
The industry standard shortlist approval rate is 38%. Majhi OS achieves 82% — more than double. The primary driver is Digital Dossier quality. Hiring managers receive candidates with full intelligence, not profiles they have to investigate.
Related Reading
More from Majhi OS.
Candidate Intelligence
Most recruiting delivers candidates. Majhi OS delivers intelligence — evidence-backed dossiers that give hiring managers what they need to decide, not just a profile to review.
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Digital Dossier
The evidence-backed candidate intelligence file that replaces the resume in executive hiring. Seven evidence layers. Built by Majhi OS for every shortlisted candidate.
Read more →
Hiring Reliability Index™
The real-time composite score that measures mandate health. HRI and Digital Dossier work together — dossier quality directly drives shortlist approval rate, the HRI’s third sub-signal.
Read more →
See a Digital Dossier built on your actual mandate.
In 45 minutes, Majhi OS will show you a Digital Dossier for a candidate in your active search — built from real evidence, not a sample.
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