Compare jobs and talent on 1 scale from 0 to 100, using the context in the data you send. Every pair comes back with the match score, the skills that matched and the skills that are missing. Close skills still count when the words are different.
No card needed. The call only reads the jobs and talent data you send.
Most systems compare descriptions. Good matching has to understand what a person can actually do.
Keywords and text similarity tell you what looks alike. They do not tell you whether the person can do the work the role needs.
Jobs leave requirements out. People describe their experience in their own words. Titles, skills and evidence change from 1 company and 1 system to the next.
Without a model of how roles, skills and related capabilities connect, every match is 1 block of text compared against another.
OpenKnowra does not compare 2 documents. It reads the job and the person against the same skill graph, and compares them there.
Embeddings tell you what looks similar. A skill graph tells you how skills relate to each other.
The requirements, the role context and the evidence in the job become a structured capability profile.
Skills, experience and related evidence in the talent data are read against the same graph.
Both sides are compared against the same capability model instead of on raw text similarity.
Every pair in the call comes back with 1 score, the skills that matched and the skills that are missing.
The same match score for every job and talent pair in the call, so results can be ranked straight away.
See which job requirements the person's record supports, including the close skills that use different words.
See the gaps next to the score, so every answer carries a reason and not just a number.
1 matching capability, many workflows. The same call powers hiring, rediscovery, job recommendations, internal mobility, staffing, workforce planning and matching inside your own product.
Compare every applicant with the role and bring the stronger matches to the top.
Score the people already in your database whenever a new role opens.
Compare 1 person with many open jobs using the same match logic.
Compare your own employees with internal roles before you go to the market.
Match client demand against the talent pool you already have.
Compare the people who are free with live project demand in 1 pass.
Test the people you have against future roles before you decide to hire or build.
Put job to talent matching inside the product your users already use.
Skills are not isolated labels. They connect to roles, related skills, tools, domains and experience, and that is what both sides of every match are read against.
Both sides of every match are read against the same layer, which is why a job written 1 way and a profile written another way still end up speaking 1 skill vocabulary.
The graph holds how skills and roles connect, so related skills and role context are part of the match.
Skills, experience and role history add up to a capability profile, even when the person used different words for it.
The job and the person are read against the same context before the score is worked out, so scores stay comparable.
You pay for 3 things, and only for what the call actually processed. Pay as you go, with no commitment.
Charged once for each job you send with a document.
Charged once for each person you send with a document.
Charged per 1000 pairs evaluated, rounded up. That is $0.0001 a pair.
10 jobs and 10 people, all with documents, is 100 pairs and costs $3.60, which is 36 credits.
10 jobs and 10 talents is 100 scored answers for 36 credits. Generate a key and run the call in the next 10 minutes.