Your career data should help you move forward,not be shared without context.
Navi is designed to help people use assessment results, candidate reports, and workforce insights responsibly — with clear boundaries around sharing, employer access, and aggregated reporting.
Candidate-controlled sharing
Job seekers choose when their candidate report or profile is shared with an employer, program, or partner.
No public raw answers
Assessment responses are used to create structured insights. Raw personal answers are not publicly exposed.
Employer-ready, not employer-owned
Employers receive fit signals, readiness context, and growth areas — not unrestricted access to a person’s private profile.
Aggregated workforce insight
Programs and civic partners can use grouped insights to understand trends without exposing individual residents publicly.
How information is used
Different audiences need different levels of access.
Navi is built around the idea that career data should be useful, but not uncontrolled. Job seekers, employers, programs, and civic partners should each see the information that is appropriate for their role.
For job seekers
Navi uses your assessment responses to help you understand career pathways, see where you may fit, and create a candidate report you can use when pursuing opportunities. You stay in control of when that report is shared.
Your assessment helps create role matches and readiness insights.
Your profile is not randomly sent to every employer.
You decide when to use your report for an opportunity.
For employers
Navi helps employers review candidates with more context than a resume alone. Candidate reports are designed to support better conversations, not replace human hiring decisions.
Employers see structured fit and readiness signals.
Reports can include strengths, growth areas, and work-style context.
Navi should not be used as the sole basis for hiring decisions.
For workforce organizations
Workforce programs can use Navi to better understand participant interests, readiness, and pathway alignment. This helps improve coaching, placement support, and program planning.
Participant-level reports can support coaching and placement.
Cohort-level trends can support program improvement.
Insights can help show outcomes to partners and funders.
For government and civic partners
Navi can support aggregated workforce readiness insight for community planning, employer alignment, and economic mobility initiatives.
Community reporting should be aggregated and privacy-aware.
Individual resident data should not be publicly exposed.
Pilot reporting can be configured around local requirements.
Candidate reports
Reports are meant to support opportunity, not replace judgment.
A Navi candidate report can help explain where someone may fit, what support they may need, and how their strengths align with a role. It should be used to create better conversations between candidates, employers, and workforce partners.
What a report may include
Career matches
Readiness signals
Work-style context
Growth areas
Reference status
Credential notes
Candidate reports should help people explain their potential more clearly. They should not be treated as an automatic hire or rejection decision.
We do not want career data to become a black box.
Questions about privacy or data use?
Navi should be easy to understand before anyone shares information. Reach out if you want to discuss candidate reports, employer access, or workforce reporting.