validate a consultant profile in Sprint CV

How to Validate a Consultant Profile in Sprint CV

Summarize this post with AI

Before a profile goes out to a client, it helps to confirm it’s accurate. Validating a consultant’s profile in Sprint CV takes one click and a short comment.

Prefer to watch instead of read? Here’s the full walkthrough:

Click the validate button

Click the validate button on the consultant’s profile.

Mark the profile as valid or not, and add a comment

Save the profile

Once you’re done, click “Save Profile.” A new profile is created and immediately selected and displayed as default.

Who else can see the validation

If the consultant has access to their profile, they’ll be able to see it, and validate the profile as well. Other managers who have the consultant on their team will also be able to see it.

Can the consultant validate their own profile?

Yes, if they have access to their profile, they can see the validation and validate it themselves too.

Can other managers see the validation?

Yes, any manager who has the consultant on their team can see it.

Validate profile checklist

  • ✓Click the validate button on the consultant’s profile
  • ✓Choose whether the profile is valid or not
  • ✓Add a comment with the reasons or instructions
  • ✓Click “Save Profile”

Frequently Asked Questions

How do I validate a consultant’s profile?

Click the validate button on their profile, choose valid or not valid, add a comment, and click “Save Profile.”

Can the consultant see the validation?

Yes, if they have access to their profile, and they can validate it too.

Can other managers see it too?

Yes, any manager who has the consultant on their team.

What happens when I save the validation?

A new profile is created and immediately set as the default.

Still have questions about validating profiles? Send an email to hello@sprintcv.com and our team will walk you through it.

→

Trust every profile you send.

See the full Sprint CV onboarding guide.

Share this post

You may also like

A requirement asks for five years with a specific technology, a certification and fluent French. The candidate’s CV mentions the technology once and says nothing about the rest. The recruiter now has to work out what to ask, ask it, and record the answers somewhere. Candidate screening questions decide whether

A Service Request arrives with a few days to respond. The recruiter picks it up, and it turns out to be complicated: several profiles, long CVs, detailed technology requirements. Two more requests arrive while that one is still open. Service Request deadlines do not wait for the first request to

The candidate is in the ATS. The job description is in the ATS. Yet getting from one to a client-ready CV still takes a spreadsheet, a Word template, a few emails and an afternoon. Those ATS limitations do not mean the system is broken. They mean it was built for