# Inside a Candidate Profile Source: https://docs.mira.day/en/docs/sourcing/candidate-profile > How to read a candidate in Mira. The card fields, the Qualifications assessment and fit label, the full profile view, and how to evaluate fit. 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 [#whats-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 [#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 [#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 [#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 [#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 [#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](/en/docs/tools-and-teamwork/contacts), your workspace-level list, where you can enrich them and keep them up to date. What's next [#whats-next] * [Refining Your Search](/en/docs/sourcing/refine-and-export): sharpen the pool by conversation. * [Contacts](/en/docs/tools-and-teamwork/contacts): keep and organize the people you save. * [Export & Share](/en/docs/get-started/export-and-share): reveal contacts and export the pool.