Personal information such as name, photo, age indicators, and address is removed from initial search results. Candidates are presented strictly on SkillsID competencies and qualifications. Personal identifiers are revealed only after you express interest or initiate contact.
Organizations · Hiring Employers
Hire on skills, not on shortcuts.
Traditional hiring over-indexes on job titles, name recognition, and proximity to a city. Ture's Talent Exchange matches candidates by SkillsID against a taxonomy of 32,000+ skills, with name-blind search that reduces bias from the first click. You shortlist from a pool that is already skills-aligned, and you connect with candidates who have consented to be discovered.
Trusted by hiring teams that hire on skills.
The hiring reality
Your shortlisting process has a bias problem you cannot fix manually.
You know keyword filtering and title matching miss good people. You know name recognition and school pedigree skew your shortlist before anyone reads a profile. But the tools you have do not give you another option, so you manually redact resumes or accept the bias. Meanwhile, candidates with real skills but non-traditional backgrounds never make it past the filter.
- Keyword filtering misses candidates with the right skills and wrong titles.
- Name and school recognition bias shortlisting before anyone reads a profile.
- Geographic ranking floods you with applicants who will not relocate.
- Candidates with non-traditional backgrounds never make it past the filter.
What your hiring team gets
Skills-based hiring with the bias taken out.
Every candidate is matched on SkillsID, not job titles. Every search can be name-blind. Every shortlist is already skills-aligned.
AI skills matching
Job requirements are translated into specific skill requirements and matched against candidate SkillsID profiles across a taxonomy of 32,000+ skills and 58,000+ occupations.
Name-blind search
Personal information is removed from initial search results. Candidates are presented on skills and qualifications, with identifiers revealed only after you express interest.
Candidate pipeline
Save, organize, and filter eligible candidates in an onsite pipeline. Direct communication through the platform, no external email needed to start.
Consenting candidates only
Every candidate in the Talent Exchange has consented to be discovered. You connect with people who are actively open to opportunities, not passive profiles.
Job posting and distribution
Post jobs directly or upload existing postings. AI translates your job description into specific skill requirements, and your roles are distributed to the Ture job board.
Skills-first shortlisting
Stop pattern-matching on names and schools. Start reading the skills profile. Your shortlist is built on competency alignment, not keyword overlap.
How it unfolds
The hiring arc with skills-based matching.
From the open role through the hire, here is how Ture changes your shortlisting process.
The open role
Post the job and let AI translate it into skills.
Upload or create a job posting, and AI automatically translates your job description into specific skill requirements from the 32,000+ skills database. Refine requirements manually if you choose, then distribute the role to the Ture job board.
- AI extracts skill requirements from your job description.
- Refine from 32,000+ standardized skills.
- Jobs distributed to the Ture candidate job board.
The search
Find candidates on skills, not on names.
The matching engine compares your skill requirements against candidate SkillsID profiles. Turn on name-blind search to remove personal information from results, and evaluate candidates strictly on competency alignment.
- Name-blind search removes bias from the first click.
- Candidates ranked on SkillsID match, not proximity.
- Relocation willingness visible as part of the profile.
The shortlist
Save and organize candidates who fit.
Store eligible candidates in an onsite pipeline with filtering and direct communication. Personal identifiers are revealed only after you express interest, so your shortlist is built on skills, not on pattern-matching.
- Candidate pipeline with filtering and organization.
- Direct communication through the platform.
- Identifiers revealed after mutual interest is established.
The hire
Connect with candidates who already said yes.
Every candidate in the Talent Exchange has consented to be discovered. You reach out to people who are actively open to opportunities, and your last two hires might come from candidates you would have scrolled past.
- Consenting candidates only, no passive profile scraping.
- Hires from candidates traditional filtering would have missed.
- A shortlist built on skills, not on shortcuts.
Hiring outcomes
What skills-based hiring looks like in the numbers.
32K+
Skills in the matching taxonomy
mapped against 58,000+ occupations
58K+
Occupational and job profiles
for career path exploration and matching
130+
Services candidates can access
to prepare for your roles
88%
First-week activation
roughly three times a legacy provider
Keep exploring
You’re looking at Hiring Employers. Here’s who else Ture is built for.
Every organization type works from the same skills, program, and privacy foundation — with an experience shaped around how each team delivers outcomes.
You are here
Organization 04
Hiring Employers
Find consenting candidates through skills-first, name-blind matching.
01
Enterprise Employers
Run private, measurable workforce transition programs across every cohort and region.
02
Government & Public Sector
Deliver inclusive workforce programs with provider oversight and accountable outcomes.
03
Employment Service Providers
Manage caseloads, extend practitioner capacity, and simplify compliance reporting.
“Name-blind search changed how I shortlist. I stopped pattern-matching on names and schools and started actually reading the skills profile. My last two hires? People I would've scrolled past before.”
Ben Olusola
Engineering Hiring Manager, Tidepool Analytics
Hiring employer FAQ
What hiring teams usually ask.
Straight answers about name-blind search, skills matching, and the candidate pipeline.
Take the next step
Build your shortlist on skills, not on shortcuts.
Talk to our team about your open roles and your hiring process. We will walk through it with your real requisitions, not a canned demo.
