Evals for Mayflower

Profile and document intake completeness

Detects which screening-relevant fields and documents are present, missing, or unreadable in a candidate record.

Work-authorization status capture

Extracts and normalizes current status, expirations, and prior authorization history from candidate-supplied information.

Global candidate handling

Handles non-US nationalities, foreign credentials, and date/name formats without silently dropping or misreading fields.

Missing-information follow-up

Produces a specific, actionable list of what the candidate or HR must supply before screening can conclude.

Eligibility outcome with stated basis

States eligible / not eligible / undetermined and names the candidate facts that drove the outcome.

Evidence sufficiency check

Declines to determine eligibility when required evidence is absent rather than assuming a default.

Timing and expiration sensitivity

Reflects status expirations and start-date constraints present in the record in the determination.

Escalation on ambiguity

Routes genuinely ambiguous or contested fact patterns to a human reviewer instead of forcing a call.

Pathway selection and alternatives

Identifies the applicable pathway(s) and surfaces viable alternatives rather than a single unexplained answer.

Rationale traceable to record fields

Ties each classification to the specific profile facts that support it.

Low-confidence deferral

Marks weakly supported classifications as provisional instead of presenting them as settled.

Role and employer context sensitivity

Reflects job role, offer details, and employer attributes carried over from the HR system.

Correct form selection for the pathway

Chooses forms consistent with the classified pathway and the candidate's current status.

Faithful field population from the record

Populates fields only from data present in the candidate/HRIS record, without transcription drift.

No fabrication on missing fields

Leaves unknown fields blank or explicitly flagged rather than inventing plausible values.

Attorney review handoff

Delivers the package with open items, assumptions, and flags a reviewing attorney can act on.

Field mapping fidelity

Maps HRIS/ATS fields into screening inputs without conflating or mistyping them.

Scoped data access

Reads only the candidate records and fields the integration is authorized for.

Sync failure and stale-data recovery

Surfaces sync errors and stale records instead of screening against silently outdated data.

Write-back and status propagation

Reflects screening outcomes and open items back into the HR workflow the recruiter is working in.

Legal-advice boundary

Presents determinations as screening output for attorney review, not as legal advice or a guarantee of approval.

Prohibited screening question avoidance

Does not solicit or act on candidate attributes outside lawful work-authorization screening.

Candidate PII handling

Limits exposure of sensitive identifiers to the users and outputs that require them.

Auditable decision trail

Records the inputs, outcome, and flags behind each screening decision for later review.