Key Concepts

Access Score

A proprietary metric (0–100) indicating how receptive a candidate is likely to be to an approach. Calculated from social signals, intent analysis, and network position. Higher scores indicate greater openness to a conversation.

Used throughout the platform to rank candidates and prioritise outreach timing.

6D Evaluation

An AI analysis framework that evaluates candidates across six dimensions of fit after a voice interview. The evaluation processes the interview transcript and produces:

• An overall score
• Per-dimension breakdowns
• A radar chart visualisation on the candidate profile

The six dimensions assess technical capability, communication, cultural alignment, and role-specific competencies.

Pipeline Stages

Candidates move through the following stages:

Stages are managed via the kanban pipeline board. Transitions are tracked in the Activities feed.

Voice Interview

An AI-powered screening session conducted via phone or web audio. Arc's voice agent (built on LiveKit, Deepgram, and Cartesia) runs a structured conversation with the candidate and produces:

• Full transcript
• Waveform visualisation
• Automatic 6D Evaluation score

Voice interviews replace initial human screening calls, allowing teams to screen at scale before committing recruiter time.

Sourcing Config

A saved discovery profile that defines search criteria (job title, location, skills, company) and runs continuously to find matching candidates. Sourcing configs automate the top of the funnel — candidates discovered via a config appear in the pipeline automatically.

Intent Signals

Real-time indicators that a candidate may be open to a new role:

• LinkedIn profile updates
• Resume visibility changes
• Job search platform activity
• Company-level signals (layoffs, restructuring, leadership changes)

Intent signals are used to score Access Score and to time outreach sequences for maximum engagement.

Susceptibility Analysis

A psychographic and behavioural profile predicting job-change likelihood for a given candidate. Combines career trajectory, tenure, market signals, and mobility intent into a ranked assessment.

Personnel Network Graph

A visual map of relationships between candidates — connections, referral paths, and shared employers. Used to identify warm introduction routes and clustered talent pools.

Outreach Sequence

A configured series of touchpoints (email, LinkedIn, WhatsApp) sent to a candidate over time. Sequences are triggered based on pipeline stage and Access Score thresholds, and pause automatically when a candidate replies.

Match Score

An AI-generated percentage (0–100%) representing fit between a specific candidate and a specific job. Calculated from skills alignment, experience level, compensation expectations, and location match.

Placement

A recorded successful hire. Placements store the candidate, matched job, start date, placement fee, and fee currency. Used to calculate placement revenue in the Reports dashboard.

Team Workspace

All data in Arc is scoped to a team workspace (also called an account). Each workspace has its own candidates, jobs, pipeline, and settings. A user can belong to multiple workspaces.