Consolidated audit
The matrix
A single table cannot tell the whole story, but it can make the tradeoffs visible fast.
Composite score
Higher means more concern. Scores are comparative and editorial, not a security certification.
Collection matrix
| Dimension | Blind | Peerlist | ||
|---|---|---|---|---|
| Real-name identity | Core product layer | Not the public layer | Core product layer | Often public, handle-friendly |
| Full career history | Expected and searchable | Not required | Expected and searchable | Selective, portfolio-led |
| Relationship graph | Deep and monetizable | Company and topic communities | Professional contacts | Shallow by scale |
| Behavioral feed data | High collection pressure | Discussion engagement | Lower intensity | No dominant feed model |
| Messaging sensitivity | Recruiting and business context | Sensitive workplace context | Standard professional context | Standard platform context |
Access and control matrix
| Dimension | Blind | Peerlist | ||
|---|---|---|---|---|
| Advertising incentive | Material to the ecosystem | Limited but present | More constrained | Not central |
| Recruiter search | Deep filtering | Not resume-search led | Regional professional search | Niche candidate discovery |
| Jurisdictional exposure | Complex cross-border posture | US-centered operations | European frame | Smaller company posture |
| User controls | Many, often buried | Simple but limited | Rights-oriented controls | Small surface |
| Portability | Broad export available | Content-focused | Rights-based export | Low-volume export |
Method
How the score is built.
The score weights five questions: how much data is collected, how deeply relationships are modeled, how many parties can act on the data, how strong the legal and product controls are, and how much career utility a user loses by minimizing the account.
The model intentionally penalizes platforms that make privacy hard to exercise even when controls technically exist.
Suggested stack
- Use one public high-reach profile only for discoverability.
- Move proof-of-work to a portfolio-first page.
- Keep anonymous workplace speech separate from identifiable profiles.
- Export and review platform data twice a year.
- Delete stale career details that no longer help hiring.