CV vs Reputation Record
They answer different questions. Used together, they support a clearer conversation, without replacing interviews, checks or human judgement.
Side by side
Curriculum vitae
Operations Manager
Reputation Record · RR-88210
812RR Score
Sample, for illustration. The CV explains capability. The Reputation Record explains conduct: verified identity, evidence, resolutions and a score that moves with real behaviour.
The questions they answer
Who are you? Where have you worked? What qualifications do you have? What skills do you have?
How have you treated others? How were disputes resolved? Were complaints supported by evidence? Did previous interactions build trust? Has behaviour changed over time?
A hypothetical, to make it concrete
An outstanding CV. Excellent qualifications. A perfect interview. References chosen, unsurprisingly, by the candidate. The employer hires them.
Six months later: fraud, harassment and poor conduct. Dismissed. The employer had no visibility of any of this beforehand.
Evidence-backed reports from previous employers, verified witnesses, a full timeline and documented resolution attempts. The employer makes an informed decision.
Not necessarily a “no”. An informed yes, no, or yes with eyes open. The point isn’t that everyone with a report is untrustworthy. It’s that verified, disputable behavioural history is context a CV was never designed to carry.
The Trust Stack
Confirms who someone is.
States qualifications, experience and skills.
A relationship or two, chosen by the candidate.
Checks selected official history at one point in time.
Verified, evidence-based behavioural history. Ongoing, not a snapshot.
Every layer narrows the gap between what you’re told and what’s true.
Capability vs behaviour
Identity · Qualifications · Experience · Skills · Achievements
Evidence · Witnesses · Community · Identity checks · Confidence · Resolutions · Behaviour timeline
Why organisations need both
You’ll still ask for a CV. From now on, you’ll want a Reputation Record too.