A background check tells you what someone did on their worst day. 2SRep tells you what they have done every day since. Continuous, verified, cross-referenced across the platforms already generating signal in a candidate's life. Employers who read the whole picture find talent the filter market is throwing away.
And your own scorecard? It is already public. The choice is whether you engage with the number or ignore it.
See any candidate's evidence-generated narrative: therapy, jobs, hours, courses, references, ratings. Not a story. A ledger.
Model reads verified tenure history, consistency signals, and second-chance-hire retention curves for people with similar profiles at similar roles.
Auditable event trail for every hire you claim under a targeted-group federal tax credit. State labor departments get a read-only verification API.
Every metric on your public scorecard, updated in real time. Dispute individual entries through ROS. You cannot make it disappear, but you can improve it.
Candidates rate the process. You see the aggregate. The market sees the score. Idea-extraction patterns get flagged automatically.
Break down candidate follow-through by internal recruiter and by external agency. Reward the ones who move people. Coach the ones who do not.
Scorecards are derived from public behavior: job posts, application funnel timing, feedback from verified candidates, retention on partner ATS integrations, WOTC-claim consistency. Free-tier employers see only the aggregate. Growth-tier employers see the source events and can respond through ROS. Enterprise-tier employers integrate at the HRIS layer and inherit the audit trail.
You cannot opt out. You can improve.
Workday. Greenhouse. Lever. Ashby. iCIMS. Bullhorn. Checkr. Sterling. HireRight. GoodHire. The 2SRep verification layer streams into your existing ATS and background check flow. No rip-and-replace.
First cohort: 5 to 10 mid-market employers with public second-chance or DEI commitments. Six months of Enterprise tier free in exchange for retention data.
Enterprise tier is $500 to $2,000 per month post-pilot depending on headcount and integration depth.
