Match

The hardest part of hiring isn't the assessment. It's knowing what you're looking for.

Match defines the role first. Five priority behaviours, agreed before a single candidate is assessed. Then a ranked FIT Score for everyone — affordable at volume because the model is unlimited use* rather than per candidate.

Book a demo

* Unlimited for your organisation's own recruitment and development use. Pricing is based on organisational headcount. Where usage appears materially inconsistent with an organisation's headcount band, we reserve the right to make contact and discuss — see Pricing for detail.

Customer Success Associate Showing top 5 of 312
1
SC
Sarah Chen
8.74 — Strong fit
2
JW
James Whitfield
8.20 — Strong fit
3
PS
Priya Sharma
6.52 — Moderate fit
4
LP
Louise Park
5.40 — Moderate fit
5
TB
Tom Bradley
3.20 — Low fit
Account Manager Showing top 5 of 47
1
SC
Sarah Chen
8.74 — Strong fit
2
JW
James Whitfield
8.20 — Strong fit
3
PS
Priya Sharma
6.52 — Moderate fit
4
LP
Louise Park
5.40 — Moderate fit
5
TB
Tom Bradley
3.20 — Low fit
Commercial Director Showing top 5 of 12
1
SC
Sarah Chen
8.74 — Strong fit
2
JW
James Whitfield
8.20 — Strong fit
3
PS
Priya Sharma
6.52 — Moderate fit
4
LP
Louise Park
5.40 — Moderate fit
5
TB
Tom Bradley
3.20 — Low fit

Match in 10s.

01

Match takes a behavioural profile of the role and produces a ranked FIT Score for every candidate.

02

Five priority behaviours, agreed before assessment starts. One number per candidate, one ranked list.

03

Priced for unlimited use* — designed to be deployed early in the funnel, on the volume you actually hire from.

04

Resistant to AI gaming by design — ipsative format, narrow use of a wide-pool questionnaire.

Book a demo

* Unlimited for your organisation's own recruitment and development use. Pricing is based on organisational headcount. Where usage appears materially inconsistent with an organisation's headcount band, we reserve the right to make contact and discuss — see Pricing for detail.

Where to start

Match on its own is enough to transform the sift.

Most clients start here. A ranked list of every applicant, scored against a defined behavioural profile, before the shortlist opens — that's a complete solution on its own. The rest of the system is there when you're ready. It's covered in the same pricing. Nothing requires you to go further than the sifting and ranking step — but the longer you run it, the richer the picture becomes.

See the full lifecycle
Where Match Helps

The hardest part isn't the assessment. It's defining what you're assessing for.

Without an agreed behavioural profile, every interviewer is assessing for something different — and decisions land on the shortlist that should have been made before it. Match starts upstream: it gets the conversation about what good looks like agreed before a single CV is read, then carries that definition through to the FIT Score for every candidate.

Without Match
Criteria defined ad hoc, per interviewer
Assessment happens at shortlist — too late to sift volume
No comparable score across all candidates
Rejected candidates receive nothing
With Match
Five agreed behaviours before anyone applies
Assess at application — sift every CV, not just the shortlist
Ranked FIT Score 1.00–10.00, comparable across all
Personal feedback report for every candidate, automatically
How It Works

One score. Three tiers of depth.

The ranked FIT Score is the headline. Click any candidate to see the behaviour breakdown. Click again for the full individual report.

1

Ranked list

Every candidate, ordered by FIT Score. Strong fit (8.00+), capable fit (6.00–7.99), below threshold (under 6.00). One number; comparable across your entire pool.

2

Behaviour breakdown

Expand any candidate to see their score against each of the five priority behaviours. Scores below 5.0 are flagged.

3

Full individual report

One click to the detailed personality report — recruiter view, management styles, or competency framework.

Commercial Director — Match Results
Sarah Chen 8.74
Drive for Results
9.2
Influencing & Persuading
8.8
Customer Focus
8.5
Collaborative Working
8.2
Resilience
7.8
James Whitfield 8.20
Drive for Results
8.6
Influencing & Persuading
8.0
Customer Focus
7.6
Collaborative Working
4.4
Resilience
7.2
Priya Sharma 6.52
Drive for Results
7.8
Influencing & Persuading
7.2
Customer Focus
7.6
Collaborative Working
6.4
Resilience
3.6
Role Definition

Two ways to define the role. Both take under five minutes.

1
Option 1

Job Success Profiler

Answer a short questionnaire (~5 min) describing the role's demands and environment. Two model variants — one for management and leadership roles, one for everything else. The profiler translates your answers into a behavioural weighting that drives the FIT Score.

Best for

New roles, bespoke briefs, or when you want the profile to reflect your specific context.

Takes ~5 minutes — outputs a bespoke behavioural weighting
2
Option 2

Pre-built role library

Choose from ~40 validated role profiles built from occupational research. One click to activate. Covers the most common hiring scenarios across commercial, operational, and support functions.

Best for

High-volume hiring, standard roles, or when you need to get started immediately.

One click to activate — ~40 validated role profiles ready to go
Built to Hold Up

Built to be hard to game. Especially now.

The market

Every assessment vendor now claims their questionnaire is AI-resistant. Most are making a marketing assertion, not a technical argument.

Our position

We're making a technical argument. Two specific mechanisms, both working simultaneously.

Mechanism 01 Ipsative Design

The questionnaire is ipsative — forced choice, not self-rating. Candidates choose between statements that all sound reasonable, selecting which is most like them and which is least. There is no 'strongly agree' axis to slide along. No profile to construct. Every choice reveals a genuine relative priority, which is exactly what coaching and AI assistance can't fabricate reliably.

Mechanism 02 Role-Specific Scoring

Match uses only the five behaviours you've prioritised for this specific role, drawn from a questionnaire that measures far more. Candidates have no way of knowing which behaviours matter for this hire. The same questionnaire produces a different priority set for a different role, from the same underlying data.

We don't claim it's uncrackable.

We say this design is meaningfully harder to manipulate than the alternatives — and we explain precisely why. That's a different kind of claim.

Candidate Experience

Every candidate gets a report. Regardless of outcome.

Rejecting someone affects how they think about your organisation. A high-quality personal report — delivered automatically, regardless of outcome — is the most consistent way to protect your employer brand at volume.

Protects your employer brand at the volume end of the funnel — candidates leave with something of genuine value, even if they don't progress.
Acknowledges the time and information they've shared. Best-practice candidate experience, automated.
High-quality personal feedback report — strengths and development areas in plain language.
Delivered instantly to the recruiter, ranked and ready for review. The decision is still yours — Match presents the picture; you make the call.
Sample candidate report excerpt

Your Results: Influencing & Persuading

88th percentile — Strong

You tend to be persuasive and confident when presenting ideas to others. You're likely to enjoy situations that require you to motivate or bring others along with your thinking.

Development area: In high-pressure situations, you may sometimes push for agreement too quickly. Building in deliberate pause for challenge can strengthen outcomes.
Integration

The score lives where your workflow lives.

FIT Scores surface in the platform dashboard — or feed directly into your ATS via API. Use whichever suits your workflow.

Match Dashboard

Ranked candidate view, behaviour breakdowns, report access — all in one place. A standalone platform you can run on its own — no ATS required.

Independent of your existing systems — use it on its own or wire it into your ATS, whichever suits.

ATS Integration via API

The FIT Score is delivered via API into whichever recruitment system you already use. One number per candidate per role, returned cleanly into your existing workflow. The same scoring engine, the same number — just delivered where your team works.

Works with any ATS that supports API or webhook integration.
Commercial Model

Unlimited use*. Because volume is the point.

The insight from Match comes from using it at volume — assessing every applicant, not just the shortlist. A per-candidate pricing model makes that unaffordable. Ours doesn't.

∞

Unlimited candidates*

Assess every applicant. No per-candidate charge.

∞

Unlimited roles*

Run as many role profiles simultaneously as you need.

1

Flat annual fee

Predictable cost. Budget it once. Use it everywhere.

* Unlimited for your organisation's own recruitment and development use. Pricing is based on organisational headcount. Where usage appears materially inconsistent with an organisation's headcount band, we reserve the right to make contact and discuss — see Pricing for detail.

The Platform

Match is the entry point. The rest is the depth.

Each product in the FindingPotential suite connects to the one before it. Match creates the foundation — the behavioural priorities that everything else builds on.

Match
Connect New Hire Drivers FeedForward 360
See the full lifecycle
Why Trust Us

Twenty years of occupational science. Behind a fifteen-minute questionnaire.

FindingPotential emerged from the work of occupational psychologists with experience at SHL, Korn Ferry, Hay Group, and Saville — the institutions that built modern assessment practice in the UK. That foundation has been stress-tested across more than 3,000 organisations over twenty years.

We've spent those years listening to what organisations actually need from assessment — and building for the hiring environment as it is now, not as it was in 2003. Match is the result of that: a tool designed around the realities of AI-assisted applications, tightening employment law, and the need to make defensible decisions at volume.

3,000+
Organisations
2003
Science established
Get Started

Ready to hire a good fit?

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We can also set up a free account for you and walk you through it.