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Match Module – Overview

Description​

The Match module supports direct search, selection, and ranking of candidates by comparing structured candidate profiles (produced by the Screen module, or imported manually) against a set of search criteria — job profile, skills, languages, education, experience, location, and more.

Required criteria work as a strict filter: a candidate either satisfies them or doesn't show up in the results. Optional skills are the one exception — they're matched through semantic search rather than an exact match, so related or similar skills can still surface a candidate. Once the pool of matching candidates is retrieved, Match ranks them from best to worst fit based on how well they satisfy the criteria you set, with skills, languages, education and other attributes normalized against ESCO, CEFR and ISCED standards for consistent comparison.

  • Enables direct search / headhunting scenarios, even across large candidate pools, without needing a saved job position.
  • Flexible and modular — usable together with Screen (to parse CVs first) or standalone, on any already structured candidate data.
  • Supports HR decisions with objective, criteria-based ranking rather than manual resume review.

How It Works – High-Level Workflow​

  1. Define search criteria — job profile, skills (required and optional), languages, education, experience, location, salary, and more.
  2. Candidate pool — Match searches profiles previously processed by Screen, or any existing structured candidate database.
  3. Filter & rank — candidates that satisfy the required criteria are retrieved (optional skills matched semantically), then ranked from most to least suitable based on the criteria you set.
  4. Review & shortlist — HR reviews the ranked list and moves promising candidates to the next step (interview, assessment, outreach).

Ideal Use Cases​

  • Direct search & headhunting — sourcing candidates for niche or senior roles within large talent pools.
  • Recruitment agencies & staffing firms — rapid matching across many client requisitions and candidate profiles.
  • Corporate HR departments — optimizing screening and shortlisting when there's a high volume of applications.