Inside a Candidate Profile

Every candidate in your pool comes with a profile built for your search. Here's how to read it and judge fit.

What's on a candidate card

In the results panel, each candidate shows as a card with:

• Header: name, a freshness badge showing when the profile data was last updated, and quick links to LinkedIn, GitHub, or X (Twitter) where that data exists.
• Location.
• Current role: title, company, and dates.
• Highest education: degree, school, field, and years.
• A Qualifications preview with the overall fit label, showing the top requirements with an option to expand the rest.

Click a card to open the full profile. It adds the full per-requirement assessment, complete work experience, education, skills, and contact, where you reveal email and phone.

The results panel can also show these candidates as a table instead of cards, useful for scanning many at once. Switch layouts with the view toggle at the top of the panel.

The fit label

Each candidate carries a color-coded fit label that sums up how well they match your search:

• Good Match (green): the strongest matches against your requirements.
• Partial Match (yellow): partial matches worth a look.
• Low Match (grey): the furthest-out candidates, weakest against your requirements.

Candidates are ordered by fit, so the strongest matches sit at the top.

The Qualifications assessment

Below the label, the Qualifications breaks down how the candidate measures up to your must-haves, one requirement at a time. For each, Mira marks whether the candidate meets it, where the evidence is thin, or where they fall short, with the evidence behind each. It's written for your specific search, not a generic bio.

The full profile shows every requirement; the card shows the top few, with an option to expand the rest.

How to evaluate a candidate

The label and Qualifications are a fast read. Before you decide, look deeper:

• Look beyond titles. The same title means different things at different companies. "Senior Engineer" at a 10-person startup is a very different role from the same title at a large company. Use company context to read the real scope.
• Check the career trajectory. Progression speed and the types of companies across roles say a lot. Someone who moved enterprise, then startup, then growth-stage has a different profile from someone who stayed in one setting.
• Use the Qualifications as a starting point. It highlights what's most relevant to your search, then read the full work history and education for the nuance it can't capture.

Contacting candidates

Every card links to LinkedIn, GitHub, or X (Twitter) where that data exists. Email and phone live in the full profile: open a candidate and click Get Email or Get Phone to reveal them on demand. Revealing uses credits, and phone costs more than email.

Save a candidate

To keep someone beyond this search, click Add contact on their card, or turn on Multi-select to save several at once. They're added to Contacts, your workspace-level list, where you can enrich them and keep them up to date.

What's next

• Refining Your Search: sharpen the pool by conversation.
• Contacts: keep and organize the people you save.
• Export & Share: reveal contacts and export the pool.