Federica's calendar doesn't run on academic seasons — it runs on the roles she opens. This story shows the slice of the workspace she actually uses: Smart Search and Decision Pack. Everything else on the platform (company CRM, mediation inbox, internship kanban) belongs to the institution side and doesn't show up in her days.
08:45 — Two roles, one Monday
Federica leads talent acquisition at a manufacturer near Treviso. The company makes precision components for the automotive supply chain. She has two open roles this Monday: a junior automation engineer (urgent — a customer project starts in seven weeks) and a mid-level production planner (less urgent, but the current planner is leaving in three months).
In her old workflow she'd open Greenhouse, post both roles, and wait for the wave of CVs. By Wednesday she'd have dozens of applicants for the automation role, few of them plausible. Then phone screens. Then she'd hand the survivors to the engineering manager.
She doesn't do that anymore for the early-career roles. She opens InTransparency.
09:00 — Smart Search, automation role
She types one sentence into Smart Search:
"Junior automation engineer, comfortable with Siemens PLCs and basic robotics, willing to be on-site near Treviso, ITS or first-cycle laurea fine."
She doesn't write boolean queries. She doesn't configure filters. The AI returns candidates in order, each with the matching evidence visible: ITS Academy students (Padova, Bergamo, Treviso itself), first-cycle engineering students, recent laureati.
The "matching evidence" column is what changed her job. For each candidate she sees the actual project artifacts the AI used to compute the match — not just keywords. She clicks through to two of the ITS profiles to look at their production-cell projects directly. Both are real, working systems. One has a video.
She shortlists 5.
10:30 — Decision Packs
For each shortlisted candidate she generates a Decision Pack, automatically:
- The skills, each linked to the artifact it came from, and the ones a teacher has confirmed
- Grades as awarded, next to the scale that awarded them
She reads all five. She rules out two — one whose project portfolio is mostly mechanical with little controls work, one whose stage was at a company doing logistics rather than manufacturing. She keeps three.
She emails the three Decision Packs to the engineering manager, Lorenzo, before lunch.
11:45 — The planner role, different approach
For the production planner role she takes a different path. The pool of recent graduates with planning experience is thin. She uses Smart Search on the profiles but also queues an alert for new profiles matching the pattern. She'll let it run for a week.
For now she sources two candidates herself by browsing profiles with planning experience. One looks promising. She adds him to her tracking and moves on.
Wednesday — Lorenzo's reply
Lorenzo replies on Wednesday. He's read all three Decision Packs. He wants to interview two — Marco from Bergamo and Anita from Padova. He says he found the artifact links the most useful part: "I clicked through to Marco's PLC code and could tell right away that he writes structured text the way I'd want him to."
Federica schedules both interviews for the following week. She writes the messages from inside the platform. Both candidates' schools have switched message review on, a setting any school can turn on, on any plan: that is why the messages go through their Mediation Inbox first, and get approved within the day.
Friday — the half-day trial
Marco accepts the half-day trial offer for the following Friday. Anita interviews on Tuesday and is also strong but in a different way — she's a better fit for a more design-heavy role they have open in three months.
Federica records both interactions in the platform. The audit log keeps searches, opened profiles and contacts: if her DPO ever asks why a particular candidate was contacted, she can show him from there.
What changed
This week Federica's time on the automation role went into reading Decision Packs and writing messages, not phone screens that didn't lead anywhere.
The hiring manager's time went from "two phone screens minimum before he met anyone in person" to "read three Decision Packs and pick who he wants to see."
That's the platform from a recruiter's seat. The role isn't filled yet. The pipeline to fill it is real, evidence-based, and auditable.