Every recruitment agency has a version of this ritual. You have four candidates the client should see. You export the CVs, write the summaries again in an email, maybe build a deck if the account is important enough, and send it off. Then you wait, and chase, and eventually get back "we like number 2 and 4" in a reply with no reasoning attached.
The presentation is where agency work goes to die. It's the most valuable thing you produce, and you produce it in the format with the shortest shelf life.
What's wrong with the PDF
It's stale the moment you send it. The candidate takes another offer on Tuesday and your client is still reading Monday's document.
It's a copy. Personal data about four people is now sitting in an email thread, forwarded to a hiring manager, forwarded again to their colleague. You have no idea where it ended up and no way to pull it back.
And it's a dead end for feedback. Whatever the client thinks arrives as prose in a reply, if it arrives at all, and none of it attaches to the candidate record where it would be useful next time.
Share the candidate, not a copy of them
In Vouch you select the candidates and share them, either by inviting your client's email address or by generating a link. What opens is the real record: the profile, the evaluation, the reasoning behind it, whatever you've chosen to let them see.
The link is the version to reach for when the person on the other end shouldn't have to create anything. No account, no invite to accept, no sign-in email to find. It expires on a date you choose, takes a password if the account warrants one, and when you revoke it anyone currently reading is out, not just the next person to click.
Nothing is exported. If you update a candidate's notes on Thursday, the client sees Thursday's version when they open it. If someone withdraws, the record reflects it. You're pointing your client at the truth rather than a photograph of it.
Access is scoped to exactly the candidates you picked, on exactly that role. Your client sees those four people and nothing else in your system: not your other clients, not the twelve candidates who didn't make the cut.
You share four candidates. They see four candidates. That's the whole security model, and it's the one clients ask about.
Decide what they see, person by person
This is the part agencies tend to care about most, because "share the candidate" usually means "share everything about the candidate", and that's rarely what you want.
Vouch lets you tune each recipient's view before you send it. You choose whether they can see the AI evaluation and the reasoning behind it, your team's own ratings and comments, your correspondence with the candidate, their contact details, and the interview history. You choose what they're allowed to do: leave a rating, fill in a scorecard, comment, or just read.
The defaults are set for the common case. A client or a hiring manager sees the candidate and can give you their verdict, but your internal notes stay internal and the candidate's contact details stay yours until you decide otherwise. Which solves the oldest fear in agency recruitment: presenting a candidate and watching the client hire them directly.
Every one of those switches is per person, per role. The hiring manager who's been through four processes with you can have a fuller view than the new stakeholder who joined last week.
Links carry the same switches, minus anything that acts on the candidate directly. A link can't message someone or move them through your process, because those need an account with a name attached rather than a credential that can be forwarded.
Share the stage, and let it keep itself current
The stronger version, once you're used to it: stop picking candidates by hand each round and give the client access to a stage.
You share it from the stage itself. Grant them Interview and everyone who reaches Interview shows up in their view, including the people who get there next week. You move a candidate forward, the client sees them. No second step, no new email, no version 3 of the shortlist deck. The presentation stops being a thing you produce and becomes a thing that's always there.
This works with a link too, so a client who never signs in can hold your Interview stage for the length of the search.
For a client running several roles with you, this is the difference between a relationship that generates admin and one that runs itself.
Feedback that lands where it belongs
When the client rates a candidate or leaves a comment, it goes onto the candidate record. Not into your inbox.
That sounds minor and compounds fast. Six months later, when you're searching your pool for a similar role, the fact that this client's CTO rated her strongly is part of the record. Vouch's candidate search reads your history, so the feedback you collected on a placement in March is working for you in September.
The alternative, feedback living in an email thread nobody can find, is how agencies end up re-learning the same things about the same candidates every year.
Where to start
Open a role, select a few candidates, and share them with one client contact you trust. If you doubt they'll bother with an account, send a link instead. Set the permissions once and see how it lands. Most agencies find the first useful change is the smallest one: the client stops asking for an updated document, because there's nothing to update.
Vouch is built for agencies running many clients out of one system, with client workspaces, per-client career pages, and now a public API. The full picture is on our changelog.