Convert resumes, candidate lists, recruiter notes and vacancy-linked records into a consistent target structure for your recruitment workflow. Rudrriv can support structured entry, standardisation, ATS or spreadsheet updates, quality review and exception tracking — without replacing recruiter screening or hiring decisions.
Global service • Starter scope from $49 • Final volume, access method and delivery window confirmed after source review.
Recruitment data work varies sharply by source quality, candidate volume, field count, target system and exception rate. Start with a small structured batch or request a custom scope for larger, ongoing or system-heavy work.
For a small, clearly structured pilot batch where the source format and target fields are already defined.
For larger candidate lists, multiple source files, vacancy mapping, cleanup, deduplication or direct system entry.
For staffing or talent teams with recurring candidate updates, recruiter handoffs, database hygiene or regular intake batches.
Describe the source files, target fields or ATS, approximate volume and the main data-quality issue. Rudrriv can confirm whether a starter batch, project batch or ongoing queue is more appropriate.
The work becomes easier to estimate when the source, target, field rules and exception path are clear before bulk processing begins.
Confirm spreadsheet, CSV, recruitment CRM or ATS fields.
Provide authorised resumes, lists, notes or export files.
Agree naming, status, dates, duplicates and missing-value rules.
Enter, normalise and structure data to the target pattern.
Check required fields, formats, duplicates and unresolved records.
Deliver the agreed file or complete authorised system updates.
Recruitment teams work with linked objects: candidate profiles, resumes, jobs or requisitions, sources, recruiter ownership, stages, interview activity and placement outcomes. Generic data entry can create tidy cells while breaking those relationships. Recruitment-focused data entry starts with the target workflow and field definitions, then processes records around that structure.
A candidate profile can carry identifiers, contact details, resume information, role links, application source, recruiter ownership and process-stage data. The field map determines what should be captured, transformed, left blank or flagged.
Name, contact details, current role, employment history, education, skills and other agreed resume fields.
Spreadsheet or CSV records, campaign lists, legacy ATS exports and recruiter-maintained trackers.
Agreed stage, owner, disposition or process notes that need to be attached to the correct candidate or vacancy.
Role ID, department, location, client, requisition or vacancy fields needed to keep candidate records connected to demand.
The exact schema comes from your ATS, recruitment CRM, client template or operating rules. Not every field should be collected for every role or jurisdiction.
The work is administrative and data-operations focused. Scope can be configured for a single batch, a cleanup project or a recurring queue.
Enter agreed candidate and recruitment fields from supplied documents, trackers and exports.
Apply agreed formats so the target data is easier for recruiters and systems to use consistently.
Prepare an import-ready file or update the agreed system when authorised access and permissions are provided.
Check required fields and agreed formatting, document unresolved items and return the completed output.
Clean scoping prevents rework. The most important input is not just the source file — it is the rule for how each source value should land in the target record.
| Input | What to Provide | Why It Matters |
|---|---|---|
| Authorised source data | Resumes, candidate lists, exports, notes or approved files that your organisation is entitled to process. | Defines the actual information Rudrriv may work with; avoid sending unrelated or unnecessary personal data. |
| Target structure | Spreadsheet template, CSV schema, ATS/CRM field list, sample record or client submission format. | Prevents values being placed into the wrong field or recorded inconsistently. |
| Field rules | Required fields, date and phone formats, status values, duplicate logic, blank-value rules and naming conventions. | Creates repeatable decisions across the full candidate batch. |
| System access | Only if direct entry is required: authorised account/access route, role permissions and any customer-side security steps. | Direct ATS/CRM work depends on secure, approved access and the target system’s permissions. |
| Exception owner | A recruiter, recruitment operations contact or HR stakeholder who can resolve ambiguous records. | Allows unclear values to be escalated instead of guessed. |
| Retention / transfer expectations | Your required file-sharing, deletion, retention and handoff instructions where applicable. | Candidate information can be personal data; your governance requirements should shape the workflow. |
Rudrriv does not need to force your candidate data into a generic template. The target can be a client-defined file or an authorised recruitment system, subject to access and scope.
Candidate, application, job and stage fields in authorised applicant tracking systems.
Prospect/candidate records, recruiter ownership, notes and workflow fields.
Structured trackers, upload templates, data-cleaning files and client submissions.
DOCX, PDF and other readable documents used as the approved source for fields.
System exports and import-ready structures where the target supports batch upload.
Client, branch, requisition, source, stage and other approved operating fields.
Examples of common recruitment systems include platforms such as Greenhouse, Workable, Lever, Bullhorn and Zoho Recruit. Mentioning a platform does not imply a partnership or certification; actual support depends on your authorised access method and field requirements.
Recruitment datasets often contain repeated candidates, partial resumes, inconsistent dates, old statuses, multiple email addresses and client-specific fields. A useful process separates deterministic entry from values that need a recruiter or data owner to decide.
The review depth can be scaled to the risk and complexity of the batch.
Candidate profiles commonly contain personal identifiers, contact information, education and work history, and recruitment-process data. The customer remains responsible for ensuring a lawful purpose, appropriate notices or permissions, retention rules and access controls for the data being shared.
Output depends on the target agreed at kickoff. Editable working files and exception visibility are especially useful when recruiters need to review or continue the process internally.
Structured spreadsheet or CSV aligned to the agreed target schema when file-based delivery is used.
XLSX / CSV / SHEETSCandidate or application records updated in the authorised ATS/CRM when direct system entry is in scope.
ATS / CRMRecords or fields needing customer clarification, duplicate decisions or unsupported-value handling.
REVIEW LISTShort completion note covering the agreed scope, known exceptions and any customer-side next actions.
SUMMARYThis helps recruitment buyers avoid treating data entry as sourcing, screening, legal review or an ATS implementation project.
| Area | Scope Position | How It Is Handled |
|---|---|---|
| Existing candidate data entry | Standard | Enter supplied and authorised candidate information into agreed target fields. |
| Basic field standardisation | Standard | Apply agreed formatting, naming and status rules. |
| Duplicate flags / exception list | Standard | Flag likely issues using the agreed duplicate and exception logic. |
| Direct ATS / CRM updates | Scope Dependent | Requires authorised access, suitable permissions and clear system instructions. |
| Large migration / API integration | Custom | System mapping, automated imports, API work or complex transformations need separate technical scoping. |
| Research / enrichment / scraping | Custom | Only when lawfully sourced, explicitly requested and separately scoped; not assumed within data entry. |
| Candidate sourcing or outreach | Not Included | Recruitment Data Entry does not automatically include sourcing, prospecting or candidate communication. |
| Screening / hiring decisions | Not Included | Rudrriv does not make recruitment decisions, suitability judgments, background-check conclusions or employment-law determinations under this service. |
The process reduces avoidable rework by validating the target structure and exception rules before the queue is processed at scale.
Confirm source files, target system, volume and access method.
Agree target fields, status values, formats and duplicate rules.
Use an initial subset when needed to resolve mapping questions early.
Capture, standardise and update records to the agreed target.
Review required fields, formats, duplicates and unresolved items.
Deliver the completed output, exception list and agreed closure notes.
The strongest fit is a team that already owns the candidate data and knows the target structure but needs additional operational capacity to process records consistently.
Useful when recruiters are handling multiple client requisitions, high candidate flow or branch-level data administration.
Useful when shared-services or RPO teams need a repeatable support queue around applications, requisitions and process-stage updates.
Useful when legacy spreadsheets or exports must be mapped, cleaned and prepared for a new recruitment data structure.
These answers focus on candidate records, ATS/CRM workflows, scope, privacy, pricing, quality and handoff rather than generic data-entry questions.
Recruitment Data Entry is the structured capture, transfer, cleanup and update of candidate, vacancy and recruitment-process information into an agreed spreadsheet, recruitment CRM or applicant tracking system. The work follows a defined field map and does not replace recruiter judgment.
Typical scope can include candidate contact details, resume-derived work history and education, skills, role or requisition references, source, recruiter or coordinator fields, application status, interview-stage updates, notes and client-defined custom fields when they are relevant and authorised.
Direct system entry can be scoped when you provide authorised access, the required permissions, field definitions and process rules. If direct access is not appropriate, Rudrriv can prepare an import-ready spreadsheet or CSV for your team to review and upload.
Yes, where resume or CV information is part of the agreed source set. Clear digital files are easier to process. Scanned, image-based or inconsistent documents may require additional extraction, manual review or custom scope.
No. The standard Recruitment Data Entry scope is for information you already hold or are authorised to process. Candidate sourcing, lead generation, scraping, outreach and recruitment decision-making are separate activities and should be scoped separately if required.
A small, clearly structured starter batch can begin from $49. Larger batches, multiple source formats, direct ATS entry, complex custom fields, deduplication, research, urgent deadlines or ongoing queues are quoted after scope review.
A small structured starter batch is typically planned for 2–5 working days once source files, field rules and target format are clear. Larger volumes, poor-quality scans, multiple systems, stakeholder approvals or exception-heavy data can increase turnaround.
You should provide the authorised source data, target template or system, field definitions, any mandatory formatting rules, duplicate-handling logic, status or stage rules, access instructions where applicable, and a contact who can resolve exceptions.
Duplicate or ambiguous records should be handled using the rules agreed at kickoff. Where a record cannot be resolved safely from the supplied information, it can be flagged in an exception log rather than guessed.
Yes, agreed normalisation rules can be applied to items such as date formats, phone formatting, job titles, locations, status values and field naming. Material enrichment or interpretation beyond the agreed rules may require custom scope.
The workflow can include source-to-target checks, required-field checks, format checks, duplicate review and exception tracking. The exact review depth should match the risk, volume and complexity of the data being processed.
Only information needed for the agreed recruitment purpose should be included. Access, retention, deletion, transfer method and any sensitive fields should follow your organisation’s privacy, security and legal requirements. Avoid sending highly sensitive candidate data in the first web enquiry.
Yes, structured migration preparation, field mapping, cleanup and import-file creation can be scoped. System-to-system migration logic, API work, large-scale transformation or automated integrations normally require a custom project.
Corrections within the agreed field map and supplied source data can be handled through the review process. New data sources, new fields, new systems, material enrichment or a different target structure may require a revised scope.
Rudrriv reviews the source type, target fields or system, approximate volume, access approach, data-quality issues and timing. Clarification may be requested before the final scope, price and delivery expectation are confirmed.
A useful first message describes the source format, target fields/system, rough record volume, current data-quality problem and any fixed deadline. Do not paste candidate records or highly sensitive personal information into this enquiry form.
Email ID, Phone and Requirement Details are required. Name is optional.
