TalentMatch

From a pile of CVs to a booked interview

Screening is where recruitment time disappears. Hundreds of CVs, each read quickly and inconsistently, and the best candidate is sometimes the one that was read last, tired, on a Friday. TalentMatch takes on the first, slow pass and does it the same way for everyone — so your recruiters spend their time on people, not paperwork.

How it works

1. Add your CVs. Drag in a batch, or bring them across from Google Drive, OneDrive or SharePoint. TalentMatch reads each one, pulls out the experience and skills, and recognises when the same person has sent an updated CV.
2. Describe the role. Paste in the job requirement. TalentMatch turns it into a clear list of must-have and nice-to-have skills and the level you’re hiring for. You review it, set what matters most, and confirm.
3. See who fits. Every CV is scored against the role, ranked, and shown with the evidence behind each score.
4. Confirm your shortlist. TalentMatch suggests who to take forward. You make the call.
5. Assess and interview. Send a timed assessment, then invite the best candidates to book their own interview.
6. Decide together. Hiring managers review the shortlist and leave comments, without seeing names.

Scores that show their working

Each CV is rated on five measures: exact skills the role asks for, evidence of those skills through related work, equivalent skills that could be swapped in, skills the person could pick up quickly, and fit for the level of seniority. You decide how much each measure matters for the role, and TalentMatch combines them into one clear rating — Strong, Fair or Weak.

Behind every rating are the actual lines from the CV that earned it. If a recruiter disagrees, they can change the score and say why, and that reasoning is kept on record.

It also recognises that real careers are not keyword lists. A candidate with a different but closely related background can still surface, because you define which skills can stand in for others.

You stay in control

TalentMatch is built around one principle: the AI suggests, a person decides.

• No candidate is emailed until a recruiter has confirmed them on the shortlist.
• Nobody is ever rejected automatically. Candidates who don’t make the cut simply stay where they are for a person to review.
• Every score, override, shortlist change and invitation is logged, so you can always answer the question “why did we do that?”

Fairer screening

Switch names off and candidates appear as anonymous codes, so early decisions rest on skills and experience. Hiring managers only ever see the anonymous view, and only of candidates your recruiters have confirmed. Characteristics such as age, gender or ethnicity are never inferred or scored.

Assessments that save you hours

Describe the kind of questions you want and TalentMatch drafts a complete timed assessment for the role — multiple choice, written answers, and code reading for technical roles. You check the questions and the answer key before approving it, and once approved it never changes underneath you.

Candidates open a private link on their phone or laptop, answer against the clock, and their work is saved as they go. Multiple choice is marked instantly; written answers are marked against a guide and flagged for you to review. The results arrive in your inbox with a full breakdown.

Interviews that book themselves

Your interviewers set their available times once. When you invite a candidate, they choose a slot that suits them from a private link and receive a confirmation, a calendar invite and a reminder 24 hours before. If plans change, they can move or cancel their own booking within the notice period you set. Connect your Google or Outlook calendar and TalentMatch avoids times you’re already busy and adds each booking to your diary.

Let it do the routine work

For roles where you want speed, set the minimum bar — a minimum match score, years of experience and the key skills a candidate must have — and switch on automation. After you run your matching, TalentMatch shortlists the people who meet it, can send them an assessment, and can invite those who pass to book an interview. Anyone who doesn’t meet the bar is left for a person to look at. You can switch it off at any point.

Built for hiring teams

• Recruiters manage roles, CVs, shortlists, assessments and interviews
• Administrators manage users, email wording and the skills library
• Hiring managers get a focused, anonymous review screen — nothing more
• Candidates get clear, friendly, private pages that work on any device

Typical use cases

• A busy period with far more applications than your team can read properly
• Technical hiring where a quick, consistent skills check saves interviewers’ time
• Agencies and in-house teams that want every shortlist to be explainable to a client or board
• Reducing the back-and-forth of scheduling interviews

Getting started

Bring a role you’re hiring for and a batch of CVs, and we’ll show you TalentMatch working on your real example — scores, evidence and shortlist included.