Frequently asked questions

The Human Potential Operating System. HireFlow360 connects roles and people across recruitment, onboarding, HR, development and transitions. Great companies start with people.

ProfileX is a free Life & Identity Platform with independent paid modules. People use its HireFlow360 module for a professional profile and its VeraClare module for their background-check information. HireFlow360 organizations use VeraClare for authorized checks; a ProfileX account does not grant automatic access across modules.

Screening compares the professional information a person shares with the role's approved criteria. The intended workflow links each recommendation to supporting source evidence, including transferable skills and credential context. Review strengths, gaps and the reasoning before deciding; your team makes the final call.

Yes. You can import roles and candidates and shape the pipeline stages around your own workflow.

Define stages, owners and weights for a role, then track progress within each stage. Weighted completion rolls into a single view across your open roles. Recruiters, hiring managers and approvers can see who owns the next action. The website example illustrates workflow progress, not a candidate's likelihood of being hired.

Carry authorized hiring context into onboarding tasks, required documents and the company employment record. Continue through HR administration, learning, performance, mobility and eventual handover or offboarding. The person's ProfileX and the employer's operational records retain separate permissions and retention rules.

The design supports distinct roles and working relationships, with relevant information shared for each. Calendar conflict and rest-hour checks should reveal the scheduling constraint without exposing an unrelated employer's private details. Non-work affiliations and unrelated module records stay outside the hiring workflow.

The recruiting launch offer covers your first 3 open roles free, including AI screening, with no credit card required. The allowance applies to recruitment; other organizational modules and VeraClare background checks have separate scope and charges. Launch availability and plan entitlements are confirmed before activation.

Organizational pricing is separate from the individual HireFlow360 module on ProfileX. Join launch updates for organizational plans; visit ProfileX for individual module products.

Data is encrypted in transit, access-controlled, and audit-logged. See our Privacy Policy and Data Processing Addendum for details.

We provide a DPA, sub-processor transparency, and data-subject request handling. See the Data Rights page to exercise your rights.

Structured scorecards and consistent criteria are designed to reduce bias. Rankings ship with reasoning and never replace human review.

The intended workflow automatically expires employment-linked consent at offboarding, alongside deprovisioning company access. A person can revoke a grant earlier. The employer may retain appropriate operational records under its own retention obligations; that does not preserve ongoing access to the person's ProfileX vault or unrelated VeraClare information.

The planned review history connects approved criteria, evidence references, scorecards, dispositions, access events and offer approvals. Authorized exports support EEO reporting, adverse-impact review and other organizational reporting needs. Confirm available reports and retention settings for your deployment.

The website describes the intended launch scope. Confirm implemented controls and supported integrations for your deployment. Any certification, audit, recovery target or SLA must be supported by current evidence and the applicable agreement; the Security and Compliance pages explain what to review.

Setup depends on your roles, data migration, integrations and workflows. Book a demo to review the scope with our team.

No credit card is required for the recruiting launch allowance. Paid organizational services and individual modules have their own purchase terms.

A 30-minute working session follows a role through requirements, screening evidence, pipeline ownership, interviews, communication and the offer-to-onboarding handoff. Bring your HR and development priorities so the team can also show how the working relationship continues beyond recruitment and discuss launch onboarding.