The Candidates feature allows you to bring assessment data into your hiring conversations without giving applicants full access to your organization.

With Candidates, you can:

For talent leaders, this moves assessment data from a post-hire development tool to a strategic hiring differentiator.
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For hiring managers, it provides a structured lens to discuss communication style, motivators, and team dynamics during interviews.
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For coaches and consultants, it creates consistency between selection and onboarding, strengthening long-term engagement and retention.
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Used well, Candidates helps you hire for relational and team effectiveness.
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Navigate to the admin dashboard, and from the left-hand sidebar menu, you will see "Candidates" if this feature is enabled for your organization.
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By default, you will land on Candidate Settings.

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Important clarification:
​Candidates will still receive coaching tips within Cloverleaf. Disabling emails only prevents daily coaching emails from being sent to their inbox.
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Leadership Insight:
​Be intentional about which assessments you require. More is not always better. Align assessments to the competencies and team dynamics that matter most for the role.
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You have two ways to invite candidates.
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Important:
This link is different from your standard organization invite link. This method works well for high-volume hiring or when embedding the link into your application process.

Clicking Save automatically sends the invitation email.

Candidate Reviewers can:

Once invited, candidates appear under All Candidates.

They will receive an email inviting them to apply for the selected role. They can complete required assessments but cannot see Team Dashboards.

If you are assigned as a Candidate Reviewer:

From here, you can:

To preview team fit:

Important visibility details:

Next:

Once visible, the candidate will appear on the Team Dashboard for assessments they have completed.
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​If they have not completed assessments or created their account, they will not appear.
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You can now interact with their results just as you would with any team member.

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Thought Leadership for Talent Leaders:
​Team fit should not mean hiring for sameness. Use the dashboard to explore complementary strengths, communication gaps, and areas of productive tension. Strong teams are balanced, not identical.

Clicking Approve converts the candidate into a full member of your organization.

This:

Best practice:
Only approve once the candidate has officially accepted the role. Many organizations convert candidates during onboarding and instruct the candidate to update their email address to their new work email.
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Important:
​Once approved, a member cannot be converted back to a candidate.

Clicking Reject deletes the candidate’s profile from Cloverleaf. Use this for applicants who are not moving forward in the hiring process. The rejected Candidate will not get a notification from Cloverleaf letting them know. We want to leave any rejection communications for the hiring manager to send externally.

Operational Tip:
​Align internally on when profiles should be rejected. Some organizations wait until the role is fully closed in case they want to revisit strong runners-up.
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Integrate assessment conversations into structured interviews. Ask candidates how they see their style contributing to team dynamics.

Use results to explore communication preferences and stress responses. This deepens interview conversations beyond technical skills.

Bridge the hiring and onboarding experience. Reference candidate insights in early 30-60-90 day development conversations.

By using Candidates intentionally, you create continuity from selection to development, strengthen team effectiveness, and elevate hiring from transactional to strategic.