Shared vs Private CV Database: How Recruiting Teams Should Set It Up

A recruiting team should use a shared CV database when recruiters cover the same roles or clients and benefit from seeing each other's candidates, and a private one when recruiters own separate accounts or must keep candidate data separate. Either way, decide it deliberately rather than by default.

The case for sharing

A shared database removes duplicate sourcing, because a candidate one recruiter screened last month is visible to the colleague opening a similar role. New recruiters get a head start, and a recruiter's absence doesn't strand their candidates.

The case for private

Private suits agencies where recruiters work separate client lists, or where candidates were promised confidentiality. It also limits exposure of personal data to people who have no need to see it.

Questions to decide it

Do recruiters work the same roles? Are some clients confidential? Does your privacy policy limit who can see candidate data? Do you want a manager to see everything while recruiters see their own? Answer these before choosing.

Don't forget the data rules

Candidate data is personal data. Wider access means more people who must handle it properly. Limit access to those who need it, and keep deletion and retention practices consistent across the team.

In Rezumz

On the Team plan, up to ten recruiters join one flat-price workspace, and the account owner chooses whether the team shares one CV database or each member sees only their own candidates. The setting can be changed later in the recruiter profile.