Primary Purpose Pivot’s employer workflow is designed around a simple principle: employers should receive the information they need to evaluate job fit—not private recovery or coaching intelligence.
The Live Talent Pipeline connects approved candidates with relevant opportunities while preserving that boundary from initial matching through identity release.
1. A Blinded Talent Pipeline
When an employer adds and confirms a job, PPP can evaluate approved candidates against the requirements of that specific opportunity. The employer sees a blinded candidate identity while the match is still being evaluated.
The goal is to make career execution more intentional. Instead of exposing a broad pool of personal information, PPP presents job-relevant evidence tied to the available role.
2. Anonymized Employer Talent Profiles
Employer-facing candidate profiles can include appropriate workforce information such as:
- anonymous candidate identifier and general location;
- selected career pathway and target occupation;
- verified skills, credentials, and relevant education;
- professional and transferable experience;
- approved work-style and soft-skill indicators;
- schedule and work-arrangement preferences;
- job-readiness status and relevant qualification gaps;
- an anonymized professional summary; and
- job-specific match information based on legitimate workforce factors.
These profiles are deliberately narrower than PPP’s internal Recovery Coaching Intelligence.
3. What Employers Do Not Receive
Recovery information is not employer intelligence.
Employers do not receive a candidate’s:
- recovery history, sobriety duration, or treatment history;
- coaching notes or Identity Integration findings;
- raw CliftonStrengths results;
- MBTI Personality Type results;
- O*NET Interest Profiler results;
- Vocational Readiness Score™ (VRS);
- private stability or SDoH information; or
- internal risk and intervention intelligence.
Those signals may help the Pivoter and authorized practitioner make better coaching and career-development decisions, but they are not part of the employer-facing profile.
4. Job-Relevant Matching, Not a Recovery Score
PPP’s employer matching workflow evaluates the candidate against the job rather than asking an employer to interpret recovery information or assessment results.
Relevant match factors can include qualifications, verified skills and credentials, professional experience, transferable experience, career-pathway alignment, practical compatibility, and other approved job-related evidence.
The Vocational Readiness Score™ remains an internal longitudinal development and readiness indicator. Stability & Risk Intelligence remains a separate contextual layer. Neither is an employer hiring recommendation.
5. Consent Before Identity Release
A blinded match does not automatically disclose the person behind the profile. Employer Introduction follows a governed workflow in which the Pivoter is notified and can accept or decline the introduction before identity and appropriate contact information are released.
That preserves agency while allowing employers to connect with prepared candidates when there is mutual interest.
Building a Better Bridge to Employment
The purpose of the Live Talent Pipeline is not to ask employers to “take a chance” on someone because of their recovery history. It is to help employers evaluate prepared candidates using relevant workforce information while PPP protects private information that does not belong in the hiring decision.
For Pivoters, that means career development can move from Discover → Envision → Prepare → Pivot → Thrive without requiring them to turn their recovery story into an employer credential.
For employers, it means a clearer, more disciplined way to evaluate alignment with an actual role.
And for PPP, it reinforces a boundary that should remain explicit throughout the platform: the intelligence used to coach a person is not automatically the intelligence used to hire them.