Switching AI recruiter: how to avoid losing your recruitment data

What disappears when you switch?

A supplier change may involve software, campaigns, qualification or all three. Inventory what your team needs to continue handling current candidates carefully: relevant answers, agreed criteria and the status of personal contact.

Do not assume automatic transfer or a particular file format. Ask what the specific service supports and request an example. This makes continuity more tangible than asking only who “owns” the data.

The exit checklist: what to secure before signing

Before you sign, make sure you know what happens to the following categories of data:

• Candidate profiles: In what format are these exportable? Are CVs, notes and status history included?
• Selection criteria and scoring models: Can the criteria you defined be retrieved, or do they disappear with the platform?
• Conversation history: Chat logs and interview records contain valuable insights. Are they exportable, and in what format?
• Source data: Through which channels did candidates come in? Is that origin information available on export?
• Access rights: Who has access to the system after termination, and for how long? How are accounts deactivated?
• Deletion procedures: What happens to your data once the agreement ends? Request written confirmation.

Record the answers and check them against your process and personal data arrangements.

Export options are contractual, not automatic

A contract is not the only source of rights and duties. Personal data is also subject to legal rules. Have your organisation’s role and the supplier’s role assessed, along with the arrangements they require.

Ask about the export’s content and structure. Can answers still be linked to the correct role and criteria? What arrangements cover transfer, deletion and access? This article does not confirm any specific Cockpit export feature or ATS integration; discuss those possibilities for your situation.

Controlling AI is not the same as owning it

“Your AI” can mean practical control: shaping role criteria, knowing who has access and agreeing on continuity. This is different from owning the underlying model or retaining all candidate information indefinitely.

Fictional example: before starting, an HR team requests a sample export with fictional profiles. It checks whether conversations remain connected to their criteria. A file that opens is only useful if field meanings and missing information are clear.

Have a vacancy where this applies?

Align exit arrangements with your team’s process and what the next supplier can receive. Limit transfer to data with an appropriate purpose and valid arrangements. Have the responsible specialists assess contractual and privacy questions.

Discuss your recruitment process and the control you need. Red Rocket connects campaigns, organisation context, AI qualification and Cockpit; specific access and transfer arrangements belong in the agreement.