Move candidates forward with care.

Same model, opposite end of the employee lifecycle. Outplacement is career support an employer provides to people leaving the organization — coaching, upskilling, market insight, job search tools — delivered by an independent provider so the employer never has to administer it. Candidate Care applies that established standard to the front of the process: the same kind of support, for the people who wanted to join you and didn't get the offer. If your organization already provides outplacement, this is the same commitment pointed in the other direction.

The same reason outplacement is delivered externally: consistency and separation. Every candidate receives identical access, the content is industry-wide rather than derived from anything in your process, and your recruiters have nothing to administer, tailor, or explain. Candidates enroll themselves; gritty runs the program end to end. Your company is why they have it, without your team being in the middle of it.

Yes. Candidates arriving from your Candidate Care page receive full platform access at no cost.

The candidate does. They build it, they keep it, and they control visibility — including the ability to change or withdraw it at any time. Profiles are visible across the gritty talent community rather than locked to a single employer, which is what makes them worth building: candidates get real exposure to opportunities.

No. There is no automated assessment, score, ranking, or recommendation engine anywhere in the program. The community is browse-and-watch: your team reviews profiles and forms its own judgment, as it would with any other source.

All of them. Every candidate your team dispositions receives identical access — no targeting, no criteria, no selection step for recruiters to apply or defend. This is deliberate: it keeps the program simple to administer, straightforward for legal to review, and stable through reorganizations and budget cycles. It is also the more effective design, since the candidates who benefit most are rarely the ones a filter would identify.

No. Candidate Care never communicates a reason, a score, or an assessment to any candidate. You are offering resources, not an explanation. Your disposition language, timing, and approval workflow stay exactly as they are — the only change is a short paragraph and a link appended to the email you already send.

Most of them are not unqualified — they are early, or they were outcompeted on a narrow margin. Nearly half of declined candidates want to be considered for other roles, and those with a positive experience are substantially more likely to reapply and refer. In medical device and pharma they are frequently clinicians and customers as well: a majority say a poor hiring experience makes them less likely to buy from that company. You are already absorbing the cost of that experience. Candidate Care changes the return on it.

Those records are frozen at the point of decline — same resume, same gaps, no reason to open them. Candidate Care captures what has changed since: training completed, practice logged, and current video of the candidate speaking. It complements your ATS rather than replacing it, and it is the version of a talent community a recruiter has an actual reason to browse.

One link, added once, to your disposition template. No ATS integration, no data feed, no per-candidate action, no new tool for recruiters to learn. gritty builds and maintains your Candidate Care page; your team's workflow is unchanged.

Typically three things: the co-branded page copy, the paragraph added to your disposition template, and the candidate consent and visibility model. No candidate data flows from your ATS to gritty — candidates create their own accounts. The community view is browse-and-watch only, with no automated scoring or ranking, which keeps it outside the scope of automated employment decision tool regulations. We'll provide a review packet ahead of the briefing.

Talent acquisition typically owns the decision. Funding commonly comes from employer brand, recruitment marketing, early careers, or community impact depending on the organization. Commercial excellence and sales leadership are frequent co-sponsors, since the program feeds the sales talent pool directly. We can structure the briefing for whichever combination fits your organization.