Sometimes called candidate matching. Distinct from sourcing — sourcing finds candidates; matching evaluates fit.
Talent matching is the process of identifying which candidates fit which roles. The matching can be done through manual screening, recruiter shortlisting, or platform-driven recommendations against role-specific criteria. The strength of any matching system depends on the quality of signal it has access to.
Matching grounded in surface filters — degree, job title, years of experience — is faster but produces high false-positive and false-negative rates. Matching grounded in evidence — verified work, demonstrated skill, rubric-graded portfolio pieces — produces tighter shortlists at the cost of more upfront work to assemble that evidence.
Ewance gives talent matching access to a higher-quality signal than CV-only sources: verified work, rubric assessments, and a record of which kinds of challenges a candidate has shipped well. Hiring teams matching candidates to early-career roles can shortlist on demonstrated work in the target domain, not on which university the candidate attended.
The fastest way to know whether challenge-based learning fits you is to ship one.
