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MployD is a talent recruitment marketplace that inverts the traditional recruitment paradigm. In standard hiring, candidates apply blindly to job boards, face unpredictable salary negotiations, and suffer weeks or months of recruiter ghosting. On MployD, verified candidates open a time-bound engagement window ('Open for Engagement') with a transparent floor price (Reserve Salary). Pre-vetted corporate employers and staffing agencies place competing salary proposals in real time. Candidates retain total autonomy to review proposals and choose the employer that best fits their career trajectory.

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The platform is engineered around a strict 28-day maximum SLA that guarantees speed, predictability, and closure for both parties:

• Phase 1: Talent Discovery (7 Days) — Candidate profile is published to the talent directory. Employers search, evaluate, and submit competitive compensation proposals. Candidate reviews the ledger and selects an offer.
• Phase 2: Selection & Interviewing (21 Days) — The candidate enters a non-compete soft-lock ('Locked In 🔒') with the chosen employer. Real names and unmasked resumes are unlocked. Structured interview rounds and assessments are executed.
• Conclusion: Final Shortlist (Day 28) — The employer confirms final shortlisting (‘Shortlisted’). The candidate is locked for 30 days against competing proposals, concluding the hiring cycle.

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The system strictly partitions permissions across three distinct personas:

• Candidate: Job seekers who create verified profiles, set their floor price, monitor active proposals on their Proposal Desk, schedule interviews, and accept job selections.
• Recruiter (Direct Employer vs Staffing Agency): Corporate hiring teams and authorized staffing agencies who search the talent directory, place salary proposals, and conduct interviews in their Interview Portal.
• Administrator: Super-users who monitor platform-wide metrics, review activity feeds, investigate disputes.

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MployD implements a two-tier data vault. A candidate's name, email, phone number, and employer identity remain strictly hidden in a private account card and are never shown during the discovery. Recruiters evaluate talent purely on anonymized credentials: verified skills, assessment scores, corporate scale metrics, and verifiable coding/certification links. Contact details are only unlocked after a candidate accepts a proposal and enters the exclusive soft-lock stage.

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To register, navigate to the Candidate Portal and submit your Full Name, Primary Work/Personal Email, Target Roles, Core Skills (comma-separated), Expected Reserve Salary (INR/annum), and Resume. Upon submission, the platform validates all fields, sets your account to 'Draft' status, and directs you to your Candidate Dashboard. In Draft status, your profile is completely invisible to recruiters until you launch an engagement.

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The candidate profile is visually and architecturally segregated into two Bento Box cards:

• Private Account Details (Vaulted): Contains your Full Name, Email, and Phone Number. This data is hidden behind an encrypted backend wall and labeled '🛡️ Private & Hidden: This data is strictly hidden from recruiters until you accept a proposal.'
• Public Profile: Contains your Executive Headline, gender, anonymized CV preview, technical skills, verified assessment badge, scale metrics, notice period, and verifiable portfolio links. This is the only view recruiters see during talent searches and engagement.

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Recruiters can only access your personal contact info and unmasked CV if you accept a proposal from the recruiter thereby entering the Soft-Lock ('Locked In 🔒') stage.

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You can upload resumes in PDF, DOCX, or plain text formats. The platform stores both the original binary/base64 document (`resume_file_data`) and an extracted text version (`resume_content`). During the engagement, recruiters can only view an anonymized text summary. When soft-locked, the full original document becomes available for download by the winning recruiter.

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Candidates can submit external profile links to substantiate their skills:

• LinkedIn Profile URL: Must follow standard public URL syntax (e.g., https://linkedin.com/in/username).
• GitHub Profile URL: Must link to an active developer account (e.g., https://github.com/username).
• Certification Verification URL: Public credential verification links from recognized certifying bodies (AWS, Google Cloud, Azure, Oracle, CKAD, etc.).
• Other Verifiable URL: LeetCode, HackerRank, personal portfolio, or published research papers.

When you submit valid, reachable URLs, the backend validates the domains and automatically sets `is_verified = True`. A vibrant 'Verified Candidate' badge is rendered on your profile card, boosting recruiter engagement by over 40%.

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Yes. In Draft mode, you can specify your highest degree, specialization, and college tier (Tier-1, Tier-2, Tier-3, or Premier Global). Recruiters frequently use college tier and verifiable certifications as secondary filters.

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Rather than generic bio statements, the platform requires three high-signal corporate impact prompts that prove real-world engineering capability:

• Scale Metric 1 (Architecture & Throughput): e.g., 'Scaled Java / Spring Boot microservices to support 25k concurrent requests with sub-50ms latency.'
• Scale Metric 2 (Performance & Efficiency): e.g., 'Optimized distributed Postgres ETL pipeline, cutting batch runtime by 42% and slashing cloud spend by ₹3.5L/month.'
• Scale Metric 3 (Leadership & Scope): e.g., 'Spearheaded engineering delivery across Bengaluru and Hyderabad corridors for a 12-engineer squad.'

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To prevent hiring dropouts due to notice period discrepancies, MployD replaces generic dropdowns with a dual-selector:

• Notice Period Control: Immediate Joiner, Serving Notice, 15 Days, 30 Days, 60 Days, or 90 Days.
• Flexibility & Buyout Toggle: Strict / Standard, Negotiable (Early Release), or Buyout Applicable 🟢.

Recruiters immediately see a formatted tag on your card: 'Availability: 90 Days | 🟢 Buyout Applicable (Can join in 30 days)'.

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If you select 'Serving Notice', the system renders a mandatory date picker: 'Last Working Day (LWD)'. This exact calendar date is displayed to recruiters, allowing them to fast-track interview schedules to match your impending availability.

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The Profile Power Gauge is a dynamic progress meter at the top of your dashboard. Completing basic details gives 50%; adding 3 Scale Metrics raises it to 75%; adding Verifiable Links and an assessment score brings it to 100%. If your score is under 80%, the system displays a contextual nudge: 'Add 1 more Scale Metric to boost engagement velocity by 30%.' At 80%+, it unlocks: '🔥 Profile Primed! You are ready to engage.'

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Your Floor Price is the absolute minimum annual gross compensation (in Indian Rupees / LPA) you are willing to accept. For example, if you set ₹18,00,000 (18 LPA), recruiters are mathematically prevented from proposing any amount below ₹18 LPA.

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No. The backend API enforces this rule strictly. If a recruiter submits a proposal lower than your Floor Price, the server rejects the request with an error: 'Proposal under reserve: Your proposal must meet or exceed the candidate expected reserve salary.'

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No. Once your engagement transitions to 'Active', your entire profile is locked to prevent bait-and-switch modifications while recruiters are actively evaluating your candidacy. You can only edit these fields in 'Draft' mode before launching, or after an engagement cycle concludes.

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Once your registration is complete, your profile is automatically set to ‘Open for Engagement’. The system validates your profile, sets your status to 'Active', registers `engagement_start_date = current_time`, and immediately publishes your card into the recruiter talent search directory. In your profile page, you can choose to ‘Pause Engagement’ or ‘Reopen Engagement’. Pausing engagement is only possible when there are no open proposals. Your public data will still be visible to recruiters but they cannot engage with you.

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Under the enterprise standard 28-day cycle, your active discovery window runs for 7 calendar days. A live countdown timer is displayed prominently on your Engagement Desk.

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Your Engagement Desk features a real-time Engagement Ledger that updates dynamically via WebSockets whenever recruiters submit proposals. For each proposal, you see:

• Salary Proposal (INR): Exact salary range proposed.
• Employer Identity: The hiring company's verified name and whether they are a Direct Employer or Staffing Agency. If it is a staffing agency, the hiring company name will also be shown.
• Job Details: Location, type, preference will be shown.
• Time Placed: Timestamp when the was submitted.
• Status: Highest range badge highlighting the current leading proposal.

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As the candidate, you have full transparency: you see the true corporate identity of every company engaging with you. However, competing recruiters cannot see each other; competitor names are masked in their view as 'Competing Recruiter' or 'Other Company N' to prevent collusion and price fixing.

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When a new recruiter enters a proposal that surpasses the previous highest range, the system dispatches an instant real-time Proposal Surpass Alert to the previous leader, inviting them to counter-propose. This sparks competitive engagement that maximize your market compensation.

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Yes, you can ‘Decline All Proposals’ at any stage of the engagement. However, it is recommended that you allow the process to run its full course to avoid impacting your ratings.

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No! This is one of MployD's most empowering features. You have complete autonomy to accept ANY valid proposal in your ledger. If Company A proposes ₹24 LPA but Company B proposes ₹22 LPA with a culture, tech stack, or location you prefer, you can click 'Accept Proposal' on Company B's proposal.

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You do not need to wait until the 7-day timer expires. If you receive a proposal you love on Day 3, you can immediately click 'Accept Proposal’. The engagement closes early, competing proposals are frozen, and you move straight into the exclusive interview window.

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If the 7-day engagement expires and you have not made a manual selection, the platform's automated scheduling engine ('Auto-Acceptance') selects the highest submitted proposal on your behalf. Your status automatically transitions to 'Soft-Locked' under that leading employer, ensuring you do not lose the winning proposal due to inaction.

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If no recruiters placed a proposal during the 7-day window, the platform automatically extends the discovery window for an additional 7 days, or resets your profile to 'Draft'. In Draft mode, you can calibrate your Floor Price, update your skills, add more scale metrics, and re-launch when ready.

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Yes. If none of the proposals appeal to you, you can select 'Decline All Proposals'. All current proposals are purged, and your engagement can be reset.

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To prevent market gaming and ensure candidates are genuinely looking for a job, the platform enforces a 3-strike rule on proposal rejections:

• Strike 1 & 2: The platform increments your `reject_all_proposals_count` by 1 and resets your engagement to 'Active' so you can receive new proposals.
• Strike 3: Your account transitions to 'Dormant' status (`status = 'Dormant'`), locking your profile for 90 days (`dormant_until = current_time + 90 days`).

During Dormant Mode, you cannot launch new engagements. After 90 days, the simulation engine automatically reactivates your account to 'Draft'.

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When you accept a proposal (or auto-acceptance triggers), your status becomes 'Soft-Locked' (`status = 'SoftLocked'`). In the UI, this displays as 'Locked In 🔒'. During this phase:

• Exclusivity: The winning recruiter gains exclusive 21-day interviewing rights. No other employer can contact you or submit proposals.
• Competing Proposals Frozen: All other proposals in your ledger are marked as 'Disabled'.
• Contact Unlocked: Your contact details and unmasked resume are shared with the recruiter.

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Once the recruiter initiates the interview workflow, you receive an instant alert and email. Navigating to 'My Interview', you will see the requested interview round (e.g., Technical Assessment, System Design, Cultural Fit). You select your preferred date and time slot from the calendar. Once submitted, the status shifts to 'DatesSelected', and the employer conducts the evaluation. At the end of each round, the recruiter will have the option to conduct another round of interview or make a decision. If the former occurs, the same interview scheduling process will be triggered.

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Staffing agencies operate on the same model as direct employers except that they have to mandatorily share the name of the hiring company they are supporting.

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Yes. If an active interview workflow is in progress but not yet completed at the 21-day mark, the platform's scheduler automatically grants a one-time 7-day extension (`soft_lock_extended = True`), giving a total of 28 days to conclude interviews.

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When the employer completes interviews and decides to shortlist you, they click 'Confirm Shortlist'. Immediately:

• Status Transition: Your status transitions to ‘Shortlisted’ (`status = ‘Shortlisted’).
• Celebratory Notification: A celebratory modal (‘Shortlist Confirmed with [Company Name]! 🎉') appears on your dashboard.

30-Day Lockout: Your profile is locked from all other platform searches for 30 days (`hired_until = current_time + 30 days`).

Ledger Settlement: Other competing recruiters receive an alert that you have been successfully shortlisted by a peer employer.

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The 30-day lockout protects employers from talent poaching immediately after investing hiring credits and onboarding costs. During this 30-day window, your profile is completely hidden from recruiter searches, and you cannot launch new engagements.

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After 30 days, the platform scheduler automatically unlocks your profile, resetting your status to 'Active' or 'Draft', allowing you to launch a new engagement if you choose to explore the market again.

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If the employer decides not to proceed, they must submit a formal reason and click 'Decline & Release'. Instantly:

• Immediate Release: Your status transitions to 'Active', badged as 'Back on the Market 🔄'. You can accept proposals from other recruiters or reset your engagement.
• Proposals Re-Enabled: All previous disabled proposals from competing recruiters are re-enabled, allowing you to engage with other interested companies immediately.

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Not at all. Employer declines are private and do not affect your assessment score, verified badges, or placement in the talent directory. In fact, being 'Back on the Market 🔄' alerts other interested recruiters that you are available for immediate engagement.

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If an employer fails to confirm shortlist or decline within the soft-lock window (21/28 days), the system's background worker triggers an automatic 'Timeout Release'. You are returned to the active directory at once, your discovery window reopens and every competing proposal is restored. The employer keeps no hold over you: a lapsed lock counts toward the release streak that flags an account for administrative review, and repeated timeouts are what the review is for.

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None. MployD is 100% free for candidates. Candidates never pay registration fees, listing fees, or success commissions. All platform costs are borne exclusively by hiring employers.

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Corporate representatives register by submitting their Company Name, Representative Name, Corporate Work Email, Website URL, and Account Type. The system creates a `Recruiter` record with a unique identifier (`rec_...`) and sets up a default hiring wallet.

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The platform differentiates between direct corporate hiring and intermediary staffing:

Direct Employer (`recruiter_type = 'employer'`): In-house talent teams hiring for their own organization.

Staffing Agency (`recruiter_type = 'agency'`): Staffing agencies and contingency recruiters placing talent at third-party clients.

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Yes. Enterprise subscriptions support master corporate accounts with multiple hiring manager sub-accounts sharing a centralized pool of hiring credits and corporate billing. The recruiter count is restricted based on the pricing package selected.

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MployD provides flexible pricing designed to eliminate bloated contingency percentage fees. The packages range from Pay-as-you-progress (allows purchase/top-up of 1 hiring credit) to Enterprise Subscription Tiers (Annual or quarterly tiers offering bulk hiring credits, priority talent alerts, and dedicated account management at the lowest cost-per-hire in the market).

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Every subscription plan includes a defined hiring credit limit. The balance is tracked as `available_credits = credit_limit - confirmed_hires_count`.

Exactly 1.0 hiring credit is consumed when a candidate is successfully shortlisted. There are no credits deducted for candidates released after at least one round of interview. If 4 candidates are released without even one round of interview and without one successful shortlist, exactly 1.0 credits will be deducted.

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Each recruiter profile stores `pricing_plan_valid_until` (epoch timestamp) based on the subscription plan selected. If the current system time passes this date, the account is marked expired. The recruiter cannot place new proposals or soft-lock candidates until renewing or subscribe to a different plan. Active interviews already in progress remain unaffected.

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A subscription can be Renewed if the validity period has expired or if the number of hiring credits are exhausted. The renewal cost and number of hiring credits will be as per the prevailing cost and count of the chosen plan.

A subscription can be Upgraded at any time. Only the difference in cost between new and old package will be charged and there won’t be any change to hiring credits already consumed.

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Recruiters can filter candidates in real time using high-precision parameters:

• Technical Skills: Filter by multiple required skills (e.g., 'React', 'Python', 'Kubernetes', 'AWS').
• Engagement Lifecycle Status: Filter by 'Active' (engagement open), 'Soft-Locked', or ‘Shortlisted’.
• Availability & Notice Period: Filter by Immediate Joiner, Serving Notice, 15/30/60/90 Days, and Buyout feasibility.
• Verified Candidate Badge: Filter strictly for candidates with audited LinkedIn, GitHub, or Certification URLs.
• Gender: Filter by gender of candidate

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Anonymity prevents unconscious bias (gender, age, ethnicity) and eliminates off-platform circumvention. It ensures candidates are evaluated strictly on their proven skills, technical power score, and scale achievements. Contact info unlocks automatically once you secure an exclusive soft-lock.

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MployD recognizes that every requirement is unique and the same candidate may differ in fitment. By describing the job, a real-time fitment % is assigned to every candidate in the search results. This gives the recruiter a better view of alignment of candidate to the current job requirement.

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Yes. The platform logs profile view events (`profile_view` table) to power candidate dashboard analytics, indicating high market demand without revealing individual recruiter names during preliminary searches.

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Recruiters engage by proposing a salary range based on the candidate’s reserve floor. To place an accepted proposal on an active candidate, your offer must satisfy three mandatory checks:

• Rule 1 (Reserve Floor): The minimum value of the proposal must be equal to or greater than the candidate's expected reserve salary (Floor Price) and the maximum value cannot exceed 15% of the minimum value.
• Rule 2 (High Proposal Lead): The minimum and maximum values of the proposal must exceed the minimum and maximum values of current highest proposal range on the candidate's board.
• Rule 3 (Minimum Increment): The minimum increment is ₹5,000 INR.
• Rule 4 (Account Health): The recruiter must have >= 1 available hiring credit, must not be on administrative hold (`hold_until`), and must not be blacklisted on that candidate.

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For salary range proposals (e.g., min-max brackets), the maximum proposal value cannot exceed 1.15 times the minimum proposal value (`proposal_max <= 1.15 * proposal_min`). This prevents unrealistic, misleading salary ranges and forces recruiters to make tight, transparent compensation commitments.

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There are no special rules for staffing agencies except that the hiring company has to be mandatorily mentioned in the proposal.

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Recruiters can automate their engagement strategy using the built-in Proxy Engine. In the Proposal Drawer, select the 'Auto-Pilot’ tab and enter your Maximum Ceiling Cap (₹). The engine will automatically place counter-proposals in pre-defined increments whenever a competitor places a higher proposal than you, keeping you in the lead until your ceiling is reached. This ensures you never lose top talent.

Note: This feature is not available for all packages.

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All recruiters see their own proposals labeled as 'You' and competitor proposals labeled as 'Competing Recruiter' or 'Other Company'. This blind-engagement architecture prevents cartel behavior, corporate bullying, and intentional spiking.

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You are immediately alerted and can choose to send a new proposal as long as the engagement timeframe is still active. There is no restriction on the number of new proposals you can place.

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You can completely disengage from a proposal process during the discovery window. No changes to proposal value is allowed after it is sent to the candidate unless it is a proposal increment If a candidate has already accepted your proposal, you can only Shortlist or Release the candidate.

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A recruiter wins a soft-lock under two circumstances:

• Manual Candidate Selection: The candidate chooses your proposal from the ledger before the engagement ends.
• Engagement Expiration: The 7-day engagement expires and your proposal is the highest valid proposal in the ledger.

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During the soft-lock window (21 days default), the candidate is completely locked to your organization. Competing recruiters cannot contact the candidate, cannot submit higher proposals, and cannot view candidate updates. You have total exclusivity to conduct technical interviews, culture screens, and executive meetings.

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The candidate's full name, phone number, personal email, and downloadable original resume unlock the moment the soft-lock begins.

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Navigate to your Interview Portal, select the soft-locked candidate, and click 'Initiate Interview'. The workflow moves one round at a time. For each round, you provide two date and time options along with optional interviewer and logistics details. The platform dispatches a scheduling invite to the candidate. Once the candidate submits their availability, the status updates to 'DatesSelected'. As you complete each round, you get the option of ‘Shortlist/Release’ candidate or initiate another round.

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If an interview workflow is actively underway (`status != 'Completed'`) as the 21-day deadline approaches, the platform's scheduler automatically grants a one-time 7-day extension (`soft_lock_extended = True`), extending your evaluation window to 28 days.

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Once your interviews are successful, open the candidate file in your Interview Portal and click 'Shortlist'. MployD does not take ownership of the employer-specific hiring and onboarding process. Once a candidate is shortlisted, the process is marked as complete on the platform. Recruiter or relevant team has to take the process forward with the candidate.

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Upon confirmation:

• Candidate Status: Candidate status transitions to ‘Shortlisted’.
• Credit Settlement: The 1.0 hiring credit is permanently consumed (`confirmed_hires_count` updated).
• Platform Lockout: Candidate profile is locked to the platform for 30 days.
• Counter Reset: Your account's consecutive release penalty counter is reset to 0.
• Audit Logging: A formal audit record is stored in `decision_feedback` with `decision = 'SHORTLIST'`.

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If the candidate fails technical evaluations, does not pass background checks, or is culturally misaligned, the recruiter must click 'Decline & Release'. The recruiter is required to select a decline reason (e.g., 'Failed System Design Round').

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To prevent accidental releases, the platform asks you to confirm, and states the consequences plainly: no hiring credit is charged, because a credit is spent at shortlist and nowhere else; the candidate's discovery window reopens and competing proposals are restored; and you may propose for that candidate again later, because a release is not a permanent bar. If you are close to the release threshold below, the dialog also warns that confirming will flag your account for review. Cancelling preserves the soft-lock.

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No. A release is often a mutual "not right now", and a bar meant that a role reopening months later could not be offered to the one employer who already knew the candidate. What replaces it is the release streak in the next question, which targets the pattern - tying candidates up and walking away - rather than punishing a single honest change of mind. `CandidateBlacklist` is still live for administrators, who can bar a specific recruiter from a specific candidate directly; those bars clear when that candidate's post-shortlist lockout ends.

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To maintain high interview integrity, the platform tracks consecutive releases. If an employer releases 4 candidates consecutively without conducting at least one interview round or shortlisting at least one candidate, exactly 1.0 credit is deducted. The system automatically flags the account (`is_flagged = True`). A warning is triggered in the Admin Console, and the account may be placed on temporary administrative hold (`hold_until`) pending review.

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If the 21-day (or 28-day extended) window lapses with no decision, the background scheduler executes an automatic Timeout Release and the candidate is returned to the active directory. A warning is triggered in the Admin Console, and the account may be placed on temporary administrative hold (`hold_until`) pending review.

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