Candidate Assessment Document

A CV shows experience. It does not always prove suitability.

The Candidate Assessment Document gives hiring managers a verified, role-relevant view before decisions are made. It brings together technical fit, licence status, compliance position, availability and recommendation reasoning in one clear document.

Built to give clients clearer information before decisions are made

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Candidate Assessment Document
DOCUMENT REF · CAD-AVI-B1-042
B1 Licensed Aircraft Engineer
Aviation · Contract · UK / EU
CAD Ready
Availability
2 weeks
Licence
EASA Part 66 B1
Aircraft type
A320 / B737
Assignment
Contract
Technical match
Strong
Licence verified
Confirmed
Right to work
Confirmed
References
In progress
Compliance checks
In progress
/Where the CAD fits

Where the CAD fits in the process.

The Candidate Assessment Document is produced at the end of a structured search. It brings together the role understanding, candidate assessment, verification status and recommendation context in one clear document.

It does not repeat the recruitment process. It shows the evidence gathered through it.

Role defined.

Candidate assessed.

Credentials reviewed.

Evidence presented.

The CAD is where the work behind each recommendation becomes visible.
/When it is produced

Built around the role, not a fixed template.

Every CAD is shaped by the requirement it supports. A licensed aircraft engineer, systems engineer or commissioning specialist will not be assessed in exactly the same way. The document reflects the role, the risk points and the evidence that matters.
/Why it matters

Better information changes the quality of each recommendation.

The value of the CAD is not that it repeats the candidate’s CV. It changes what reaches the client: fewer assumptions, clearer context and a stronger basis for deciding who should progress.

01

Interview time is protected.

Hiring teams spend more time with candidates who have already been assessed against the role, requirement and operating context.
02

Questions are sharper.

The client can see what has been confirmed, what still needs exploring and where the interview should focus.
03

Fewer candidates. Stronger reasons.

The emphasis moves away from volume and towards candidates with a clear, role-specific reason for being introduced.
04

Decisions carry more confidence.

The hiring decision still belongs to the client, but it is made with better context before the process moves forward.
/The difference in value

What a CV shows. What a CAD provides.

For technical and regulated roles, the information a hiring manager needs often goes beyond the CV. The CAD helps close that gap before decisions are made.
CV Alone
  • CV Alone
  • Compliance and documentation status unclear.
  • Licence and credential currency unconfirmed.
  • Availability may not be verified.
  • Recommendation reasoning not explained.
Candidate Assessment Document
  • Role-focused summary with technical match explained.
  • Compliance status included before submission.
  • Qualifications, licences and credentials reviewed.
  • Availability confirmed before introduction.
  • Clear reasoning behind each candidate introduction.
/How it is used

A practical briefing tool before interview.

The CAD is designed to support the conversation before interview. It helps hiring managers understand why a candidate has been recommended, what has been checked and what still needs exploring.

01

Review the recommendation.

Hiring managers can quickly see why the candidate has been recommended and what makes them relevant to the role.
02

Check the risk position.

Confirmed, pending and role-critical points are visible before time is committed to interview or mobilisation planning.
03

Prepare the interview.

The CAD helps shape better questions by highlighting strengths, areas to explore and any assumptions that need testing.
04

Compare candidates fairly.

Candidates can be reviewed against the same role requirements, rather than judged only on CV format or presentation style.
05

Decide the next step.

The client still makes the hiring decision, but with a clearer view on whether to interview, progress, pause, decline or request more information.
/Who it serves

Different roles. Different needs. One consistent standard.

The CAD is prepared for the client, but the clarity it creates supports everyone involved.

Hiring teams.

A clearer, verified view of each candidate before committing time to interview, offer or mobilisation.

Candidates.

A more complete picture where a CV alone may not capture technical depth, licences, project background or motivation.

Compliance-led appointments.

Documentation, checks and approvals are considered before submission — not left until after an offer has been made.
/AN HONEST ASSESSMENT

What the CAD does not do

The CAD does not replace your interview, technical evaluation or hiring judgement. It gives you clearer information before you decide.
/Connected to the way we work.

The CAD sits within the wider Verified Technical Recruitment process.

It is supported by the Precision-Led Framework and used where technical suitability, compliance and context need to be clearly understood.

The Precision-Led Framework.

The structured six-stage approach behind every search — from Role & Risk Verification through to candidate submission.
View the framework

For clients.

How we support hiring teams with structured search, verification and clearer candidate recommendations.
For clients

For candidates.

How we represent candidates with more context than a CV alone can provide.
For candidates
/WORK WITH US

We are here when you are ready.

Whether the brief is still taking shape or already defined, we are happy to talk through what you need and how the framework could support it.
Start a conversation View the CAD
GC
Gary Carmichael
Founder & Commercial Director, Verified Technical Recruitment
When clarity is needed, we are here to talk it through

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