Use job matching to identify candidate records worth reviewing against a particular requirement. The job's dedicated matching page shows recommendations, supporting evidence, submission readiness, and available recruiter actions. A ranking guides review; the responsible recruiter still checks the facts and decides the next step.
Open the job's matching workspace
Open the intended job and select Find candidates. Confirm the job title and client or location in the workspace header. Running matching requires Run matching access. Adding an agency candidate to the pipeline requires Move candidate stage access; changing matching criteria requires Edit job access.
Review Matching setup before running a new ranking. The page identifies missing critical information and recommended details. If a required detail is absent, use Edit job to correct the actual record. Do not substitute a guessed value just to make the setup appear complete.
Review the scoring criteria
When you have access, select Review criteria. Available criteria cover Profession, Specialty, Credentials, Experience, Location, Start date, Assignment type, and Candidate pay. Choose Required, Preferred, or Do not score according to the approved job requirement. A criterion without the necessary job information asks you to add that detail first.
Select Save criteria after review. Changing criteria can make an existing result stale, so inspect the update notice and refresh the matches when appropriate. Keep required and preferred criteria tied to the actual role; do not invent selection rules from a convenient candidate profile.
Run and narrow the results
Select Run AI matching, or Refresh matches when results already exist. Read any error before continuing. If a run fails, previous results may remain visible; those results should not be described as a newly completed ranking.
Search by name, role, specialty, or state. Use the available match-band, talent-source, and submission-readiness filters to focus the review. Sorting can prioritize match strength, evidence, or availability. An empty filtered view means no current results meet those filters; clear them before concluding that the run returned no candidates.
Read evidence separately from readiness
Inspect the match score, evidence indicator, client-submission state, and outreach information on the card. Open Why this ranking to review the criterion evidence, including values marked Unknown. Read the reasons and risks, then compare important details with the candidate record, job requirements, and authorized source documents.
A strong match does not prove that a candidate is ready for client submission or wants this job. A missing credential or unresolved date needs its own review. Scores and fit gaps do not themselves prevent adding a candidate to the pipeline; downstream workflow requirements and access rules still apply.
Record feedback and choose an action
For agency talent, record Good match or Needs review when supported by your assessment. Selecting Not a match opens a form for a short reason. Keep that reason job-related and grounded in the reviewed evidence. Network profiles must be added before match feedback can be recorded.
Use Add to pipeline only after checking the person and intended job. A recruiter may see that a candidate is managed by a teammate; ask a manager to review reassignment when required. If a network profile is available, Add & shortlist requires both candidate-creation and pipeline access. Availability of a network result should not be treated as proof of permission for unrestricted outreach.
Confirm the outcome before continuing
Inspect the saved result or In pipeline link after adding a candidate. If an action fails, check whether the candidate or application was created before retrying, especially when adding a network profile involves more than one operation.
Honor do-not-contact restrictions and review the candidate's actual preferences before calling or emailing. For example, a fictional nurse may match the specialty while still needing to confirm a start date. Ask that question through the authorized communication workflow, then use the pipeline guide when the next recruiting event and its prerequisites are complete.
Troubleshooting
No candidates match the current filters.
Likely cause: The selected band, source, readiness, or search narrows the visible results.
Clear filters and inspect the run state. Complete missing job information before refreshing matches.
The page recommends refreshing matches.
Likely cause: The job or criteria changed after the stored result.
Review the updated job and criteria, then refresh matches and check the result.
A candidate is managed by a teammate.
Ask a manager to review relationship ownership before attempting an action outside your scope.