mondayfoundThe scenario
An agency wants to reduce manual data entry from resumes. Documents arrive as PDFs, word-processing files and scanned pages, with inconsistent headings and date formats. This is an illustrative implementation scenario. The useful goal is not perfect extraction; it is a record that a recruiter can verify without retyping everything.
Preserve the source
Keep the original document linked to the extracted record. Store extracted values separately from recruiter corrections so later processing does not silently overwrite reviewed information. A missing employment date should remain unknown, rather than becoming an invented value. Mark fields that could not be read and route ambiguous records to review.
Design for uncertain matches
Do not equate a parsed email address with proof of identity. Potential duplicates need a review path, especially when shared contact details or changed names are involved. Show the relevant source passage alongside an extracted skill or job title. Let the reviewer accept, correct or remove it without navigating through several screens.
Evaluate useful accuracy
Measure errors by field and by document type, not only by whether a parser returned something. Track correction time and downstream problems such as inaccurate search results. Use a small reviewed sample before extending the workflow. A slightly slower import can be worthwhile if it produces records that recruiters trust and candidates can correct.