AI and matching notice

What the match score uses

A recommendation requires at least one relevant overlap between the must-have skills an employer requests and the skills a job seeker provides. Must-have coverage carries 55% of the score. Preferred skills, role goals, pay, location, work setup, and availability make up the remaining explained signals. Each card displays its signal scores and weights.

The score does not use names, photographs, race, color, religion, sex, pregnancy, national origin, age, disability, genetic information, or other protected characteristics. Blind-first profiles can hide a candidate’s identity until mutual interest.

What the score does not do

The score helps order discovery cards. It does not make a hiring decision, reject an applicant, verify credentials, predict job performance, or replace an employer’s individualized review. Both sides choose independently, and communication opens only after mutual interest.

Your notice and control

Members can update the inputs that affect matching, turn job-related ranking off, rate an explanation, adjust visibility, pass, save, block, request an accommodation, or report a concern. Employers remain responsible for assessing whether their use of any automated tool triggers notice, audit, accessibility, recordkeeping, or other legal duties in each jurisdiction.

Review and accountability

MatchWorkz monitors aggregate product outcomes and reports so the team can identify errors, abuse, and uneven experiences. Administrators can hold listings, suspend profiles, review employer verification, and resolve reports. Legal requirements evolve, so commercial operators should obtain current counsel as the service grows.