A clearer way to review career-ready candidates
START Canada helps candidates understand their readiness and organize relevant professional information in one connected platform. Employers can use this page to frame a responsible conversation around role requirements and candidate consent.
Ask for relevant evidence
A score or profile should never replace a role-specific review. Employers still need to decide which skills, examples, credentials, and experience matter for the work. The candidate should understand what information is being considered and why.
- Define the skills and evidence needed for the role.
- Review professional information in a consistent format.
- Give candidates room to explain their experience and work.
- Keep hiring judgment with the people responsible for the decision.
Use candidate-controlled information carefully
The Professional Profile and Authenticity Certificate organize a resume, credentials, achievements, available verification information, assessment results, and a self-introduction. Employers should request only information that is relevant to the role and permitted in their hiring process.
Plan the handoff
If a readiness review identifies a gap, candidates need a practical way to work on it. Career Readiness Bootcamps and events connect focused learning, professional profile development, job-search strategy, and project work through StartJobs.ca and the platform. Program fit depends on the role and the person.
Questions worth discussing
- Which roles and career stages are in scope?
- What evidence would help reviewers make a better role-specific decision?
- How will candidates give consent and control what they share?
- Who will review results, answer questions, and handle exceptions?
Have a specific question?
Tell us who the product or program is for, what you need to understand, and the stage you are at.
Talk with START Canada