What this solves
Worker review should connect the job requirement to the readiness signal. This keeps hiring decisions tied to operational fit instead of generic profile impressions.
Readiness is not one score
Look at role fit, availability, location fit, verification state, reliability history, and relevant profile details. A single signal rarely explains the whole hiring decision.
If a worker is missing a requirement, use the platform workflow rather than asking for sensitive evidence through personal messages.
Keep decisions tied to job requirements
Decide against the posted role and schedule. If a requirement was not in the post, do not surprise workers with it after they apply.
For enterprise or high-volume hiring, align the review criteria before posting so multiple hiring managers do not create inconsistent decisions.
Escalate review issues
Open support when a readiness signal looks inconsistent, a worker appears eligible but cannot be selected, or the review screen does not match the shift requirement.
Include the job, worker application, organization, and the signal that looks wrong.
Before you open support
Review criteria match the posted requirements.
Sensitive proof requests stay inside approved XaıGH workflows.
Multiple hiring managers use the same decision criteria.
Support cases include job and application context.