The match score
What goes into the score, what the bands mean, and how to read the breakdown.
Every candidate on a shortlist carries a match score from 0 to 100. It is a ranking aid, not a verdict; the breakdown behind it matters more than the number.
The components
The score blends weighted components. Default weights are shown; your admin team may have tuned them.
| Component | Default weight | What it measures |
|---|---|---|
| Skill fit | 50% | Coverage of requested skills, weighted by evidence source and recency |
| Availability fit | 30% | How cleanly the person’s free capacity covers the request window |
| Continuity | 10% | Prior work with the client or engagement team |
| Development alignment | 10% | Whether the work matches the person’s stated goals |
Hard constraints (grade, location, conflicts) are not part of the score - people who fail them are filtered out before scoring.
Reading the bands
As a rule of thumb: 80+ is a strong match on both skills and availability; 60-79 usually means one side is compromised (right skills, partial availability, or the reverse); below 60 the person appeared through ontology expansion and needs a human judgement call.
The breakdown panel
Click any score to see the per-component contribution and, within skill fit, which requested skills matched, through what relationship, and on what evidence. This is the first place to look when a ranking surprises you - see how matching works.
What the score is not
It is not comparable across requests (a 75 on a niche request may be the best available anywhere), and it is not a performance measure of the person. Never quote scores to candidates; use them to order your own conversations.