An Evidence Dossier is a structured candidate brief that replaces the traditional CV-plus-recruiter-notes format with a proof-based presentation document. The framework defines six mandatory sections: executive summary with recommendation, fit evidence mapped to the role brief, risk flags with mitigation context, compensation architecture, reference signals, and a suggested decision path. Dossiers built to this framework produce shortlist approval rates of 80%+ because they resolve the hiring manager's evaluation questions before the first interview.
The Problem with Standard Candidate Briefs
The typical candidate presentation in executive search consists of a CV, a recruiter summary paragraph, and an interview availability note. This format puts the entire evaluation burden on the hiring manager — who must read the CV, infer the fit, and form a view without evidence. The result is high deferral rates, vague rejection reasons ("not quite right"), and shortlist approval rates that average 38% across the industry.
The Evidence Dossier framework inverts this. The recruiter does the evaluation work — mapping fit evidence to the specific requirements of the brief, surfacing risk flags with context, and making a recommendation — before the dossier reaches the hiring manager. The HM's job is to review the evidence and make a binary decision, not to evaluate a CV from scratch.
"A CV tells you what someone did. An Evidence Dossier tells you whether what they did is evidence of what your role requires. The hiring manager should be reviewing a conclusion — not conducting the initial research."
Dossier Section Framework
| Section | Content | Quality Standard | Owner |
|---|---|---|---|
| Executive Summary | 3-sentence recommendation: fit verdict, top evidence, recommended next step | Must include explicit recommendation (proceed / hold / decline) | Recruiter |
| Fit Evidence | 3–5 specific proof points mapped to the role brief requirements | Each point references a verifiable achievement with scale context | Recruiter |
| Risk Flags | Honest identification of 1–3 gaps or concerns with mitigation context | Must not be omitted; omission destroys credibility when HM discovers post-hire | Recruiter |
| Compensation Architecture | Current CTC, target range, equity expectation, notice period, competing processes | Must be current; never estimated from LinkedIn or job posting data | Recruiter + Candidate |
| Reference Signals | 2–3 reference previews (not full references) from backchannel conversations | Must be from people who managed the candidate, not peers or reports | Recruiter |
| Decision Path | Suggested interview structure, assessment format, and decision timeline | Should reduce HM decision time, not extend it | Recruiter |
Frequently Asked Questions
What shortlist approval rate does the Evidence Dossier framework produce?
Majhi Group's internal data shows a shortlist approval rate of 82% on dossiers built to this framework — compared to an industry average of 38%. The primary driver is the Fit Evidence section, which maps candidate proof directly to the specific requirements of the brief rather than presenting a general CV summary.
How long does it take to build a full Evidence Dossier?
A fully researched Evidence Dossier takes 2–4 hours per candidate. This is more time than a standard candidate summary but significantly less time than a rejected shortlist and re-brief cycle, which typically costs 8–12 days of mandate time. The economics strongly favour front-loading the evidence assembly.
Can Evidence Dossiers be used for internal talent assessments?
Yes. The framework applies to any evaluation context where a decision-maker needs to assess a person against a defined set of requirements — internal mobility, succession planning, or partner/board candidate assessment. The Fit Evidence and Risk Flag sections are universally applicable.