Talent MatchingExplore qualities, personality and potential to find the talent your project really needs.
AIKNOW Matching analyzes experience, interview recordings, evaluations and individual preferences alongside project requirements. It broadens the search beyond exact skill matches and explains recommendations, including inferred qualities and points to verify. Your team makes the final selection.
Project staffing requires comparing available evidence about people with the skills, roles, and conditions a project needs. Fragmented records and inconsistent terminology can make this comparison time-consuming.
Skill sheets, career histories, past projects and evaluations sit in different places, so just working out who can do what takes time.
Fit depends on a combination of industry and project experience, roles and adjacent skills. Searching by criteria alone can miss strong candidates.
The more candidates there are, the heavier the work of comparing and checking them. Deciding whether someone fits a project also depends on the experience and tacit knowledge of the person in charge.
AIKNOW Matching structures project and talent information, retrieves candidates, and compares them against configured criteria. Data sources, skill relationships, and evaluation weights are set for each deployment.
Analyzes project documents and available client history to identify stated expertise, roles, experience, and conditions. Additional requirements suggested from past projects are hypotheses to confirm with the client, rather than established requirements.
Analyzes authorized skill profiles, career histories, interview recordings, client evaluations, stated preferences, and project roles and experience. It organizes recorded information and derives candidate assessments from it. Inferred qualities, including communication or leadership, require verification against the underlying evidence.
Criteria and weights are configured for the project. Scores summarize alignment with those criteria and available information; they are not an objective measurement of ability or a probability of project success.
Skills | Industry and domain | Project experience | Role | Communication | Leadership | Availability
Presents supporting information, recommendation reasons, concerns, and points to verify alongside the fit score. Reviewers assess the evidence and make the final selection; the system does not automatically select candidates.
The configured skill ontology links related concepts so searches can include relevant adjacent experience. A skill relationship suggests a candidate for review; it does not establish that skills are interchangeable or that the person is ready for the role.
A configured network links similar skills, prerequisites and broader areas of expertise to support candidate discovery.
Includes candidates with related skills or similar project experience where the configured relationships support the search. Transferability, required training, and readiness for the assignment need assessment.
Presents the basis for recommendations and highlights gaps or concerns for review. Users should verify inferred assessments and current information before deciding; a generated explanation does not itself validate a match.
Compare recorded skills, adjacent experience, and requirements that need verification.
Searches by required role and proposes combinations with complementary recorded experience. Reviewers confirm role coverage, availability, working arrangements, and remaining gaps before forming a team.
New source information and feedback automatically update talent, client, and project profiles. The skill ontology is not updated automatically. Reviewers can use updated profiles and their supporting information when assessing recommendations.
Structured profiles, candidate search, and comparison can reduce manual preparation. Time savings depend on data coverage, integration, and the review process.
With the skill ontology, it searches beyond exact skill matches to similar, related and transferable practical abilities.
This can surface candidates whose relevant experience is recorded under different terminology, subject to verification.
Shared criteria, supporting evidence, and project records give teams a common basis for candidate review. Updated profiles support reuse, while people retain responsibility for decisions.
Applications include internal assignments, staffing services, and project team planning. Suitability depends on available records, the configured skill ontology, and the criteria and review process for the engagement.
Identifies internal candidates with relevant recorded or adjacent experience for review, including opportunities that may require development or further assessment.
Compares project requirements with people’s experience and practical abilities, and presents assignment candidates with reasons.
Searches for candidates across multiple roles and helps form teams whose practical abilities complement each other.
Compares projects and candidates quickly, and supports proposals that include recommendation reasons, concerns and points to verify.
Tell us about your project requirements, talent records, and selection process.
We can demonstrate AIKNOW Matching and assess the data, ontology, and review criteria needed to support assignment and team-building decisions.
