Tabbed profile covering AI analysis, background, activity and position.
Why it exists Complete candidate context in one navigable screen.
Evaluating a candidate normally means assembling evidence from half a dozen places — the CV, their LinkedIn, a portfolio site, the email thread, whatever a colleague said in Slack. That scattering is why two people can review the same candidate and reach opposite conclusions: they were looking at different evidence. This page collapses all of it into one record organised the way a decision actually gets made: what the AI concluded, what their background shows, what has happened so far, and what the role requires.
How to use it
From the People page, click "View" on a candidate row.
Use the left tab groups: Overview, Candidate Background, Activity, Position.
Under Overview, open "Dashboard & AI".
Under Candidate Background, open Resume, LinkedIn, ArtStation, Behance or Cara.
Under Activity, open Journey, Internal Comments, Files or Emails.
Under Position, open "Job Details".
Good to know
The four tab groups map to four different questions: what the AI thinks, who they are, what has happened, and what the job needs.
Portfolio tabs (ArtStation, Behance, Cara) only populate after AI analysis has run.
The Position tab means you never have to open the job in another window to compare requirements.
Everything a colleague needs to review this person independently is on this page — link to it rather than summarising in chat.
Structured summary of the candidate's key extracted details.
Why it exists Answers the common screening questions without opening the CV.
Roughly nine out of ten screening questions are the same handful of facts: how much experience, what they do now, where they live, when they could start. Finding those in a free-form CV means reading someone's chosen layout, which is slow and inconsistent across candidates. This panel normalises them into the same structure for everyone, which is what makes fast comparison possible at all. "Notice Period" and "Last Communication" are the two most often overlooked — the first shapes your offer timeline, the second flags candidates going cold.
How to use it
Open the applicant's Overview tab.
Find the "Candidate Facts" panel.
Read Applied Position, Latest/Current Position, Total Experience and Address.
Read Latest/Current Employer, Education Level, Notice Period and Application Portal.
Note the Application Date, Status, Application ID and Last Communication.
Fields showing "Not analyzed" fill in after you run AI analysis.
Good to know
"Not analyzed" means AI analysis has not run yet, not that the CV lacks the information.
These values are AI-extracted from the CV. Verify anything decisive — especially experience totals — against the resume itself.
"Last Communication" is the quickest way to spot a candidate nobody has replied to.
"Application Portal" is the per-candidate source attribution behind the Source of Hire report.
Quote the Application ID when raising a support question about a specific candidate.
Inline preview and download of the candidate's CV.
Why it exists Reads the source document without leaving Canvider.
Every extracted field and AI score in Canvider is a derivative of this one document, so the resume is the ground truth you fall back to whenever something looks wrong or a decision is close. Keeping it inline matters more than it sounds: a viewer that forces a download breaks the reading flow and, worse, scatters copies of candidate CVs across everyone's laptop — which is a real data-protection problem, not a tidiness one. The download button is there for the cases where a preview genuinely cannot render.
How to use it
Open the applicant's detail page.
Click the "Resume" tab under Candidate Background.
Read the CV in the embedded PDF preview.
Check the "Uploaded" date shown above it.
If the preview is unavailable, click "Download PDF".
Good to know
Always check the resume before a final decision — AI-extracted facts are a summary, not the source.
The "Uploaded" date tells you how current the CV is; a two-year-old document may understate recent experience.
Preview failures usually mean an unusual PDF encoding or a scanned image. Download it to read it.
Downloaded CVs are candidate personal data. Delete local copies when you are done with them.
Timeline of every status the application has passed through.
Why it exists Shows how long the candidate has waited at each stage.
Candidates rarely drop out because they were rejected; they drop out because they were left waiting without news and accepted an offer elsewhere. The journey timeline makes that risk visible per person — a candidate who has been in "Review #2" for three weeks is a candidate you are probably about to lose. It doubles as the accountability record for the role: when a hiring manager asks why a search is taking so long, this shows precisely which stage consumed the time, which is usually a more useful conversation than a general apology.
How to use it
Open the applicant's detail page.
Click the "Journey" tab under Activity.
Review the "Application Stages" timeline top to bottom.
Read each stage's date to spot delays.
Good to know
Long gaps between stages are the leading indicator of a candidate going cold.
The timeline is built from status changes, so it is only as accurate as your discipline in updating statuses.
This is the per-candidate view; "Avg. Days per Stage" in Analytics is the same idea aggregated across everyone.
Check it before an interview so you know how long the person has been waiting on you.
Private recruiter-only discussion thread on each candidate.
Why it exists Keeps hiring feedback with the candidate, not in chat apps.
Interview feedback discussed in Slack or email is effectively lost — unfindable in three months, invisible to whoever picks the candidate up next, and impossible to produce if a hiring decision is ever challenged. Keeping the discussion attached to the candidate solves all three. Write with that permanence in mind: comments persist, travel with the candidate if they are referred to another role, and should record job-related observations rather than personal impressions. The @mention integration is what makes the thread an actual conversation rather than a noticeboard.
How to use it
Open the applicant's detail page.
Click the "Internal Comments" tab under Activity.
Type your note in the comment box.
Type "@" and pick a teammate to mention and notify them.
Click "Post Comment".
To remove one of your comments, click its delete icon and confirm "Delete this comment?".
Good to know
Comments are internal and never visible to the candidate — but write only job-related, defensible observations.
@mentions send an email notification, which is the reliable way to get a colleague's attention on a specific candidate.
Comments are copied when a candidate is referred to another position, so review them before referring.
You can delete your own comments; the mention notification already sent cannot be recalled.
Attach extra documents to a candidate's application.
Why it exists Keeps portfolios, notes and test results with the candidate.
A CV is rarely the whole file by the time someone reaches offer stage. There are take-home assignments, portfolio PDFs, interview scorecards, reference notes, sometimes a signed document. Scattered across inboxes, those artefacts are unavailable to the next person to touch the candidate and awkward to produce if the hiring decision is later reviewed. Attaching them to the application keeps the complete evidence trail in one place, with a record of who added what and when.
How to use it
Open the applicant's detail page.
Click the "Files" tab under Activity.
Drag and drop a file into the drop zone, or click to browse (up to 10MB).
Click "Upload".
Each file shows who uploaded it and when.
Click "Download" to retrieve a file, or the delete icon to remove it.
Good to know
10MB maximum per file. Compress large portfolio PDFs or link to them instead.
Uploads are validated by type and file signature, so renaming an unsupported file will not get it through.
Every file records its uploader and timestamp, which is what makes it an audit trail rather than a folder.
Deleted files are gone permanently — there is no version history.
Anything uploaded here is candidate personal data and is removed with the application if it is deleted.
Move a candidate to a new stage, optionally emailing them.
Why it exists Advances the pipeline and keeps candidates informed.
Status changes are the heartbeat of the ATS — every analytic in the product, from conversion funnel to time-to-hire, is derived from them, so a pipeline that is not kept current produces reporting that is quietly wrong. This screen deliberately couples the internal update with the candidate-facing message: the moment you know something has changed is exactly when the candidate should hear about it, and combining the two is what stops "I'll email them later" becoming never. The internal note field captures the reasoning while it is fresh, which is what makes the decision reconstructable months later.
How to use it
Open the applicant's detail page and click "Change State".
Review the "Current" status shown.
Pick the "New status" (New, Review #1–#5, Ready for Decision, Eliminated, Background Check, Final Interview, Reference Check, Paused, Offer Made, Candidate Accepted, Candidate Rejected).
Add an "Internal note" visible only to recruiters.
Toggle "Send an update email to the candidate" on or off.
Edit the email "Subject" and "Message", or leave the standard content.
Check the live email "Preview" pane on the right.
Click "Save change".
Good to know
Always read the Preview pane before saving with email on — it shows exactly what the candidate receives, and a sent email cannot be recalled.
The internal note is recruiter-only and is the best place to record why the decision was made.
Statuses drive every analytics report, so an out-of-date pipeline produces misleading numbers.
You can create a new status inline from the dropdown if none of the existing ones fit.
Recording rejection reasons here is what makes the Offer Rejection Analysis report useful later.
Create your own pipeline stages beyond the built-in ones.
Why it exists Matches Canvider to your company's real hiring process.
No default pipeline survives contact with a real hiring process. Agencies need a "Submitted to client" stage, regulated industries need compliance checks, and studios often need a portfolio or art-test round that has no equivalent in a generic ATS. Forcing those into the nearest built-in status is how pipelines become fiction — everyone knows "Review #3" secretly means something else. Custom statuses let the tool describe what your team actually does. The category you assign is what keeps analytics coherent, because it tells Canvider where your new stage sits in the funnel.
How to use it
Open a candidate and click "Change State".
In the status dropdown, choose "Create new status...".
Type the "New status name".
Click "Create status" — it becomes available for all future candidates.
Alternatively, go to Settings → Preferences → "Application States" tab.
Click "Add State", set the Display Name and Category (Early, Review, Late, Negative Result, Stateless/Other), then click "Save".
Good to know
Setting the right Category matters — it is how the funnel and stage-duration reports interpret your custom stage.
New statuses are company-wide and immediately available to every teammate.
Keep the list short. A pipeline with twenty stages is one nobody keeps accurate.
Statuses created inline from the Change State modal skip the category step, so review them later in Settings.
If you define no custom states, Canvider's defaults apply.
View and edit the answers candidates gave when applying.
Why it exists Checks knockout criteria before investing interview time.
Screening questions only pay off if their answers are read at the right moment — which is before scheduling, not after. This panel is that checkpoint: a "no" on a work-permit question saves an hour of interview time and spares the candidate a pointless conversation. The edit capability exists because reality is messier than forms: candidates often answer the same question in a cover email or during a phone screen, and recording it here keeps the structured record complete instead of leaving the truth in someone's memory.
How to use it
Open the applicant's Overview tab.
Scroll to the "Screening Questions" panel.
Read each question with its "Answered" or "No answer" badge.
Read the candidate's response under each question.
Edit an answer if the candidate supplied it another way, then save.
Good to know
"No answer" is common for candidates who did not come through the Canvider application form — manual adds and imports never saw the questions.
Check this panel before scheduling, not after; that is where the time saving is.
Editing an answer changes the record, so note in an internal comment where the information came from.
Questions are set at publish time and cannot be added to a live job retroactively.
Pulls the candidate's full LinkedIn profile into the applicant page.
Why it exists Adds verified career context the CV may omit.
A CV is a marketing document written for a specific application; a LinkedIn profile is a public record maintained over years. Reading both together is where the useful signal is — unexplained gaps, roles listed in one place but not the other, a current job that has quietly changed. Enrichment brings that comparison into the same screen instead of a second browser tab, and it captures context CVs routinely omit: certifications, languages, side projects and recent posts that tell you what someone actually cares about.
How to use it
Run AI analysis on the candidate first — enrichment runs afterwards.
Open the "LinkedIn" tab under Candidate Background.
If a profile was found, review About, Experience, Skills, Education, Certifications, Languages, Projects and Recent posts.
If no profile was found, open "Profile settings" and click "Add profile URL".
Paste the "LinkedIn Profile URL" and click "Fetch Profile".
Use "Refresh Profile" later to re-fetch, or "Retry LinkedIn Fetch" after an error.
Click "View Profile" to open the real LinkedIn page.
Good to know
Requires a connected LinkedIn account and employer tier 2 or higher — the fetch runs through your own account.
Run AI analysis first; enrichment happens afterwards and cannot find a profile that was never matched.
Automatic matching fails for common names or unusual spellings. Pasting the URL manually is the reliable fix.
Use "Refresh Profile" on candidates who have been in your pipeline a while — profiles change.
Compare against the CV rather than trusting either alone; discrepancies are the whole point.
Pulls a candidate's ArtStation portfolio into the applicant page.
Why it exists Judges creative candidates on actual portfolio work.
For artists, the portfolio is the qualification — a CV listing five years of environment art tells you far less than ten minutes of looking at the work. ArtStation is where most game and film artists maintain that work, and pulling it into the applicant page removes the tab-hopping that makes reviewing thirty portfolios exhausting. The "Style Detected" and "Job Fit" summaries are a triage aid for recruiters who are not themselves artists; they are a starting point for the conversation with your art director, not a substitute for one.
How to use it
Run AI analysis on the candidate first.
Open the "ArtStation" tab under Candidate Background.
Review Style Detected, Job Fit, About, Top liked artworks, Latest works, Experience, Skills and Software, Links and Availability.
If no URL was found, open "Profile settings" and click "Add profile URL".
Paste the "ArtStation Profile URL" and click "Fetch Profile".
Click "View Profile" to open the live ArtStation page.
Good to know
"Top liked" reflects community popularity, "Latest works" reflects current ability — the second is usually more relevant to a hiring decision.
The Software list is often the most practical field: it tells you which pipeline the artist already knows.
Style and Job Fit are AI judgements about creative work. Treat them as triage, and have an artist make the call.
If nothing was matched automatically, the ArtStation URL is usually in the CV or the LinkedIn profile.
Pulls a candidate's Behance portfolio into the applicant page.
Why it exists Reviews design work without hunting for links manually.
Behance is where graphic designers, UI/UX practitioners, illustrators and brand designers publish, in the way ArtStation serves 3D and game art. Supporting both means Canvider can review a creative candidate whichever community they belong to, rather than forcing everyone through one platform's conventions. Behance projects also tend to include process and case-study material rather than finished images alone, which is exactly what distinguishes a designer who can think from one who can only execute.
How to use it
Run AI analysis on the candidate first.
Open the "Behance" tab under Candidate Background.
Review Style Detected, Job Fit, Recent projects, About, Work experience and Availability.
If no URL was found, open "Profile settings" and click "Add profile URL".
Paste the "Behance Profile URL" and click "Fetch Profile".
If the fetch is blocked, wait a few minutes and try again.
Good to know
Behance occasionally rate-limits fetching. A blocked attempt is temporary — wait a few minutes and retry rather than assuming the profile is missing.
Project case studies show process and reasoning, which is usually more diagnostic than the final visuals.
Many designers maintain both Behance and a personal site; check the profile links for the latter.
Style and Job Fit are AI assessments — a designer or design lead should make the actual judgement.
Pulls a candidate's Cara art profile into the applicant page.
Why it exists Evaluates artists active on the Cara platform.
Cara emerged as a home for artists who wanted a platform with a clear stance on AI-generated work, and a meaningful population of professional illustrators and concept artists now maintain their primary presence there rather than on the older networks. Supporting it means those candidates can be reviewed properly instead of being penalised for not using the platform your ATS happens to know about. In practice, an artist's choice of Cara is itself a small signal about how they think about their craft.
How to use it
Run AI analysis on the candidate first.
Open the "Cara" tab under Candidate Background.
Review Style Detected, Job Fit, About, Top liked artworks, Latest works, Experience, Skills and Software, Links and Availability.
If no URL was found, open "Profile settings" and click "Add profile URL".
Paste the "Cara Profile URL" and click "Fetch Profile".
Click "View Profile" to open the live Cara page.
Good to know
Cara is also available as a candidate sourcing source, not just an enrichment target.
Artists often maintain profiles on several platforms — check ArtStation and Behance too before concluding someone has no portfolio.
The Availability field is worth reading; many artists state freelance versus full-time preferences there.
As with the other portfolio tabs, Style and Job Fit are AI triage rather than a creative verdict.
Why it exists Compares the candidate against the role without switching pages.
Screening drift is a real and expensive phenomenon: forty CVs into a review, you are unconsciously comparing candidates to each other rather than to the role, and the bar moves without anyone deciding to move it. Having the job description one click away on the same page is a cheap corrective — re-read the requirements, then judge the person against them. It is also what makes a second reviewer's opinion useful, since they can see exactly what the candidate was supposed to be measured against.
How to use it
Open the applicant's detail page.
Click "Job Details" under the Position group.
Read the job description, requirements and skills.
Compare them against the candidate's background tabs.
Good to know
Re-read this every ten or so candidates during a long review session — it is the fix for a bar that has quietly drifted.
The skills shown here are the same ones AI CV analysis scores against, so it explains the score.
If the requirements look wrong for the candidates you are attracting, the fix is in the job, not the screening.
Useful when a colleague reviews a candidate on a role they do not normally work on.