CordPrism

Guide

What is OSINT in recruiting, and where are its limits?

OSINT (open-source intelligence) is information from sources that are publicly available. In recruiting, that means documenting a candidate's public footprint — web and news, public profiles, public comments — into a sourced, dated file a hiring team can review. It does not mean watching someone over time, opening accounts behind a login wall, or looking up people who are not candidates in a defined hiring process.

What “public” does and does not mean

CordPrism reviews publicly available sources only; channels behind a login wall are skipped. Public is not the same as “everything on the internet”: a profile that requires a login is out of scope. We do not claim complete coverage, people-enrichment bureau data or court records.

Legitimate hiring use vs off-limits use

For HR teams, recruiters and hiring managers; each dossier is employer-ordered. Before any run the employer must complete the consent attestation and confirm the dossier is employer-ordered and purpose-limited; we may refuse requests (spam, abuse, missing consent, or lack of relevance).

Stay inside public information, keep the review tied to one role, and leave the hiring decision to people. Off-limits for this product:

  • Open person-search, people-finder or skip-trace use
  • KYC, credit, CPR or criminal-record checks
  • Live monitoring or surveillance
  • Contacting the candidate or references (CordPrism does not contact candidates)
  • Looking up people who are not candidates in a defined hiring process
  • Friend requests, fake accounts, or digging for home addresses and family members

You may use the service only for lawful, employer-ordered, purpose-limited OSINT on a consented subject. Open person-search, skip-trace, KYC, and surveillance use are prohibited.

Preserve-first, observe-only

Work is preserve-first and observe-only: open sources are documented into a dated dossier for human review. Not live monitoring, and not Continuous-as-monitoring. Findings are sourced, dated, with screenshots when available. Limitations and non-findings stay visible. The result is one document to file, not an alert feed.

Limits that stay in the file

Confidence-gated. Name-only hits stay collisions until a second identifier corroborates them. Public pages can be outdated or wrong; that is why limitations and non-findings stay visible. CordPrism documents; your team decides. A practical suggestion for what your hiring team or counsel should verify. CordPrism does not decide.

How CordPrism applies this

CordPrism turns that method into one employer-ordered dossier. CordPrism relies on the employer's attestation (who, when, scope, plus a confirmation checkbox), required before any run; it does not collect proof of consent. Sources are web and news search; public GitHub; information supplied by the employer, including public profile URLs you provide; limited public affiliation data; public social comments and mentions on networks such as Facebook, Instagram, X and Reddit, when public and available; and breach catalogs for employer-supplied emails, when available.

One-time dossier DKK 1,995, excluding VAT and other applicable taxes; free identity-card sample DKK 0. Each report is started manually by our team.

Request a free identity-card sample See pricing

This page is not legal advice. Check with your own counsel or DPO.

Questions

What does preserve-first, observe-only mean?

Work is preserve-first and observe-only: open sources are documented into a dated dossier for human review. Not live monitoring, and not Continuous-as-monitoring.

What sources does CordPrism review?

CordPrism reviews publicly available sources only; channels behind a login wall are skipped.