Ask questions and inspect citations

Use Ask your evidence for a focused question about communication records your role can access. The response can include an answer, confidence, source links, and suggested next actions.

1. Write the question

Open Owl Intel and find Ask your evidence. Enter between 3 and 500 characters and select Ask. Name the candidate or question you need to investigate. Avoid broad requests to rank people.

2. Read the answer and its limits

Read the complete response. The available evidence may be incomplete for the question, even when other records exist elsewhere in the workspace. Confidence is not proof that a statement is correct.

3. Open the sources

Select each cited source to inspect the original authorized interaction. Check identity, timing, direction, and the surrounding recruiting context. Compare important statements with the source and identify any fact that remains unconfirmed.

4. Decide the next action

Use the verified information to plan follow-up. A suggested next action is not a sent message or a hiring decision. Use the relevant communication or recruiting workflow after review.

When an answer cannot be supported

If no authorized evidence is available or the answer cannot be generated reliably, review Conversations directly. If a source is unavailable to your account, ask a manager to review access. Do not copy restricted evidence into another tool to bypass the restriction.

For an inaccurate candidate-intent label, open its candidate-linked evidence in Conversations and use Correct insight if you have access. Keep other unresolved facts in the agency's review process.

Make the question answerable from communication

Name the person or issue and ask for a specific fact. “What did Maya Rao say about the start date?” is a fictional example of a focused question. “Who should we hire?” asks for a decision that belongs to the agency's reviewed selection process. The quality of the question affects how easily you can check the answer against its sources.

Use the question field's 3–500 character limit to keep the request concise. Include the distinction you need to resolve, such as whether a date was proposed or confirmed. Do not paste unrelated personal information into the question merely to make it longer. Use only information appropriate for the authorized task.

Read the answer as a set of claims

Identify each material statement in the response. A sentence may combine a candidate's interest, availability, and requested next step, even when the source supports only part of it. Check those parts separately. Pay attention to conditions such as “if,” “after,” or “subject to,” because dropping one can change the meaning of the original message.

Inspect the cited evidence for identity and timing. A correct statement about the wrong candidate or an older requirement does not answer the current question. If there are several sources, read each one needed to support the conclusion instead of relying on the first preview.

Handle conflicting or incomplete evidence

When two interactions appear inconsistent, compare their dates and context. A later reply may clarify an earlier preference, but do not assume it does without reading it. If the evidence still does not settle the question, keep the fact unconfirmed and assign a follow-up to the responsible recruiter.

Confidence indicates how the response is presented by the system; it does not supply missing evidence. A suggested next action can be useful planning input, but it has not sent a message, obtained consent, or changed an application. Complete any real action through its normal workflow after review.

Recover from an unusable response

If the question returns no useful answer, narrow it and inspect Conversations directly. Check the candidate name, channel filters, and available source content. If a citation is unavailable to your account, ask a manager to review the access or the underlying record. Do not move restricted source material into another service as a workaround.

For support, describe the question's purpose and what failed: generation, a source link, or factual support. Share a redacted example through the approved channel when requested. Keep the original unresolved recruiting task assigned while the technical issue is investigated, so an unanswered candidate question does not disappear into a support ticket.