The world of skills matching extends well beyond recruitment alone, and this is reflected in the types of platforms we deliver for clients. For one large employer, an internal talent marketplace is central: employees explore roles and projects across the group, department managers receive a well-founded shortlist from within the company before a vacancy is advertised externally, and HR gets, for the first time, an overview of where skills sit within the organisation and where the shortages are. These are often joined by secondment and project staffing flows, in which an employee temporarily works in another business unit without changing employer, and the system keeps track of recharging, the return route and skills development.
For staffing agencies, temp employment firms and recruitment agencies, we build an AI-driven matching platform between candidates and clients. Here the skills-matching layer meets the broader recruitment context, and we draw on our experience of building recruitment software to take it further. The candidate pool is larger, matching happens more often and speed matters more: a recruiter wants a prioritised shortlist within seconds of a vacancy coming in. This is where vector embedding architecture comes into its own. A CV and a vacancy text are translated into vectors in a semantic space, and their cosine similarity gives a richer picture of match relevance than any keyword search.
A skills-matching platform often works alongside an existing ATS: the recruiter keeps working in their ATS but receives a match score per candidate directly, with an explainable rationale and an audit trail for the AI Act. For clients with an established ATS stack, such as Bullhorn, Connexys, Recruitee or Homerun, we connect the matching platform through standard interfaces and keep the workflows in the ATS in charge. The skills layer enriches the ATS; it does not replace it.
A third group is training institutes and learning providers. Here the match is not about vacancies but about learning paths: given a target role or target skills profile, which modules will get the learner there fastest? Which certifications demonstrably carry weight in the labour market, and which modules are already mandatory for an occupational group under a collective labour agreement or statutory qualification requirements? We build these platforms so that a learner receives a skills gap analysis for each learning pathway, a recommended route and ongoing feedback. For institutes with a reintegration or retraining role, we link the gap analysis to a labour market feed: which jobs are opening up in a region that match this learning path?
A fourth group is sectoral labour market platforms and guilds. In healthcare, technical trades and construction, public-private platforms are emerging to tackle staff shortages at sector level. Here we work with multiple employers at once, a labour market fund that co-finances the work, a sectoral collective labour agreement that sets standards for roles and certifications, and an ambition to combine career changers, returners and internal progression. For healthcare, there is an NEN 7510 layer on top, and in many sectors an eIDAS signature flow for training certificates.
A final group is employer branding pages and talent communities. An employer builds an open community where professionals register with a skills profile, receive content that matches their career direction and, at a later stage, are matched to vacancies. The common thread: the software follows your taxonomy and your decision rules. Vendor-independent, AI Act-compliant, with code ownership sitting with your organisation.
