Understanding Scores
Each candidate is given a score to represent their fit for the role. These scores help you prioritize your review process by highlighting the most promising candidates first.Interpret Match Score and Tiers
-
Match Score: Each candidate receives a Match Score from 0 to 100. This score is a quick indicator of how well their profile matches the job criteria. The scores are color-coded for easy scanning:
- 80 and above: High match (Green)
- 60 - 79: Medium match (Yellow)
- Below 60: Low match (Red)
- Title
- Location
- Salary
- Education
- Experience
- Skills
- Keywords
- Industries
- Match Labels: In some views, you may see a simple label like “Strong match” or “Good match” instead of a numerical score. These labels serve as a quick visual guide to a candidate’s fit.
- Tiers: Candidates are grouped into tiers. This helps organize the matched candidates to further assist in prioritizing your review.
AI Insights
The system uses AI to provide detailed explanations for why a candidate is a good match, saving you time in your review.Review “Why They’re a Good Fit” Reasoning
Each candidate card includes a section titled “Why they’re a good fit,” which provides a brief, 2-3 sentence summary of their qualifications and how they relate to the job description. For a more in-depth look, click on the candidate’s Match Score to open the Match Analysis window. Here you will find:- Overall Match Reasoning: A comprehensive summary explaining the candidate’s overall fit.
- Match Strengths: A bulleted list of the candidate’s key qualifications that align with the job requirements.
- Discussion Points: A list of areas that may require more clarification during an interview.
- Criteria Breakdown: A table that shows the individual score and reasoning for each matching category, such as skills, experience, and education.
Candidate Profile Details
Key information from a candidate’s profile is displayed directly on their match card, allowing you to get a quick overview without leaving the page.View Resumes, Contact Info, and Current Role
On each candidate card, you can find the following details:- Contact Information: The candidate’s email and phone number are displayed with icons. You can click the mail or phone icon to copy the information to your clipboard.
- Resume: Click the Resume button to open a pop-up window that displays the candidate’s full resume.
- Current Role and Other Details: A details section on the card summarizes other important information, including:
- Current Role
- Years of Experience
- Education
- Skills
Best Practices
- Interpreting Match Scores:
- 80-100: Excellent fit, high priority for outreach.
- 60-79: Good fit, worth reviewing.
- 40-59: Moderate fit, may have gaps.
- Below 40: Weak fit, likely missing key requirements.
- Always read the match reasoning to understand why a candidate scored the way they did. A lower score doesn’t mean the candidate is unqualified — gaps can be great discussion points for a screening call.
- Writing Effective Search Queries: Be specific but use natural language. Include key skills, titles, locations, and experience levels. For example: “Senior backend engineer in New York with experience in Go and AWS, at least 5 years of experience.”
- Optimizing Match Settings:
- For niche roles, consider a wider location radius or less strict recency filter.
- Use status exclusions to filter out unavailable candidates (e.g., “Placed,” “Do Not Contact”).
- For roles with common title variations, use “normal” title matching. Use “strict” only when the title is very specific.
- Managing Auto-Invitation:
- Start with a higher minimum score threshold (e.g., 85) and gradually lower it if you need more candidates.
- Set a reasonable cooldown period (e.g., 30 days) to maintain a positive candidate experience.