An intelligent way to match candidates
INTELLIGENCE - Our core algorithm identifies and ranks the most promising matches between resumes and opportunities. It is used by recruitment companies and talent acquisition teams.
Quickly match candidates from your ATS/CRM using your clients job description. Our models read the natural language in job descriptions and candidate profiles and calculates a prediction of “fit”.
Better results with Deep Learning AI
Free your teams from building long complex “Boolean” searches that rely on keywords and tagging which often produce false positives and miss good candidates.
Searching with a natural language model allows for a detailed measure of fit to be calculated.
Trained on millions of candidate- job pairs and trained with interview decisions our models will predict whether a candidate will be invited to interview.
How to Use our Matching ai
Through selected partners - Benefit from our models that are fully integrated into our partner platforms
Via API Connection - Allow our models to discover talent in your ATS/CRM
WHAT OUR ALGORITHM DOES AND HOW YOU CAN TEST IT
Reads in the natural language of a candidate profile and a job description
Uses a model trained on hundreds of millions of data points to encode the natural language of the documents in a highly nuanced mathematical space
An artificial neural network (ANN) compares the quantitative encoding of the candidate with the quantitative encoding of the JD to determine the likelihood that the candidate is a fit for the role
The ANN provides a score -- which could range from 0 to 100 -- representing how well the candidate fits the role
This score can be used in countless ways, including to rank candidates, find similar candidates, recommend jobs, and automate decisions within digital platforms
Our algorithm does not use:
Any geographical matching, like a radial search. It's more efficient to pre-filter on your end rather than send all the data across the wire.
Hard filters on skills, like "the resume must include Java OR J2EE". Same reason as (1).
Level of education or educational institution. Our view is that the career background has sufficient signal without requiring the educational background. This is a debatable point. We have an alternative model which does contain this data, but in tests to date, it doesn't seem to improve accuracy.
A score explicitly based on seniority / years of experience, although this is implicitly taken into account by current job. If there is a hard filter (eg, the hiring manager will only interview someone with at least 3 years of industry experience), this should be applied before calling the API.
Ideal ways to test the API to demonstrate what it can do:
Pre-filter on your end for geography, hard skills, etc. You should be testing us for nuanced ranking.
Test the people with the highest score for a job -- they should be very good choices to put forward
Ideally a test should assess on a broad range of scores, because the model differentiates very well anywhere in the score range
We're most concerned with getting the natural-language fit spot on: e.g., are the top candidates in the correct vertical? if so, are they very specifically what the JD is asking for?
We like to describe our algorithm as 'nuanced, almost human-like'. See if you agree. Some of the results aren't obvious at first, but on closer inspection, make sense. It does make mistakes, but more often it seems to make surprisingly intuitive recommendations.