01 · About the customer
About Touchstone Life Care
Touchstone Life Care helps individuals and providers store and share advance care planning documents. Its work sits close to personal wishes, family decisions and sensitive health information.
For an organisation building that kind of service, recruitment is also a trust decision. The people hired to build, support and operate the platform need experience the team can understand and verify.
02 · The challenge
CV screening for sensitive roles needs evidence behind the claims
Hiring for a sensitive product creates a difficult balance: move a promising candidate forward while checking the experience that matters to the role. Broad claims about healthcare, security or implementation work can sound relevant without explaining what the person actually did.
A recruiter needs a clear next step: which claim merits a question, which requirement lacks supporting detail and which apparent contradiction could have an ordinary explanation. Leaving those decisions until the final interview increases the amount of context the hiring manager must reconstruct.
The review friction
The CrossClassify workflow
03 · The solution
Make the next verification question specific
The proposed CrossClassify workflow starts with the actual job description. Match Signals organise relevant experience and gaps; CV risk findings identify details deserving a closer look. A candidate can be a strong role match and still have a claim that needs clarification.
For example, a CV claiming ownership of a health-data migration could prompt a request for the candidate’s contribution, responsibilities and a suitable work example. An overlapping employment period could prompt a simple question about concurrent contract work. These are illustrative checks, not incidents reported by Touchstone.
Recruiters would record the answer and complete the relevant reference or credential checks through their existing process. CV screening provides a starting point; it does not independently authenticate professional registration or certify that an employment claim is true.
04 · Intended outcome
A defensible path from concern to clarification
The intended outcome is a shortlist that carries its reasoning with it: why the experience looks relevant, what remains unresolved and how the question was answered. That gives the hiring manager a more useful handoff than an unexplained risk score.
For Touchstone, the opportunity is to make candidate trust part of the recruitment process before sensitive responsibilities are assigned. The measures to validate are review time, the usefulness of clarification questions and the number of material concerns resolved before an offer.
