Role Match is a 0 to 100 indicator of fit between an applicant's demonstrated skills and your specific role. It is computed per role, so the same applicant scores differently on different roles, and it is built to be hard to inflate. Applicants never see the Role Match number. It is a screening aid for your team, not a grade on a person.
What moves the number
Skills carry 85 percent of the score. Only the skills your role lists as required or preferred count, with required skills weighted more heavily than preferred. How much each skill contributes depends on how it was verified.
- Verified through a work sample, at full weight
- Verified at another company on a simulation testing the same skill, at most of full weight
- Languages certified by a third party or demonstrated in a simulation, at full weight
- Self-declared language levels, at partial weight that scales with the declared level
- Self-declared and unverified skills, at almost nothing
That last line is the anti-inflation design. An applicant cannot climb your ranking by claiming skills. If they already passed the exact simulation your role uses, their prior score counts in full, because same simulation means same evidence.
Simulation results for this role carry the remaining 15 percent. And a failed knockout zeroes the score entirely until you review it, so requirement failures never hide in the middle of the list.
What it deliberately ignores
Role Match does not score years of experience or education. Decades of selection research show work samples predict job performance better than either, and scoring proxies at hiring scale is where adverse impact risk lives. We measure what the work shows.
How to use it well
Treat Role Match as ordering, not verdict. It tells you where the demonstrated evidence is strongest so you review applicants in a sensible order. The evidence itself, quoted from each applicant's own responses, is one click away, and interviews and decisions stay with your team. When you decline an applicant, the number is never shown to them, and rejection feedback focuses on what your team was looking for.