Candidates in the Talent Exchange are participants in Ture transition programs who consented to be discovered by hiring employers. They are actively in transition, have verified SkillsID profiles, and are ready to move. You are not pinging passive profiles on a job board.
Solutions · Talent Acquisition
Hire for what people can do, not what their title says.
Great candidates get filtered out every day because their last job title does not match your keyword list. Ture's Talent Exchange matches your role's real skill requirements against verified SkillsID profiles, name-blind, from a pool of people actively ready to move.
Trusted by hiring teams who hire on skills.
Your reality today
Your best candidate looks wrong on paper.
You know there is a bias problem in your shortlisting. Names, schools, and current employers shape the pool before anyone reads a profile. Career changers never make it past the ATS, and the candidates who would actually thrive in your role get filtered out by keyword overlap they had no way to anticipate.
- Keyword screens reject skills they were never configured to read.
- Shortlists shaped by names and schools before anyone reads a profile.
- Job boards rank by proximity to a city, not by fit with the role.
- Career changers filtered out by the title on their last business card.
A different way to shortlist
Matching that reads skills, not keywords.
The Talent Exchange compares your role's real skill requirements against verified SkillsID profiles from a pool of candidates who consented to be discovered and are ready to move.
AI job skills identification
When you post a role, AI translates your job description into specific skill requirements drawn from a taxonomy of 32,000+ skills. Refine them manually, or trust the translation and move on.
Skills-based matching
The matching engine compares your requirements against candidate SkillsID profiles, mapped across 58,000+ occupational and job profiles. Competency alignment, not keyword overlap, drives the results.
Name-blind candidate search
Search the candidate pool with names, photos, age indicators, and addresses removed from the results. Evaluate candidates strictly on SkillsID competencies and qualifications, and let the work speak first.
Candidates who are ready to move
Every candidate in the pool consented to be discovered and is actively in transition. You are not pinging passive profiles, you are reaching people who want their next role and are ready to talk.
Pipeline management without exporting
Save, filter, and organize shortlisted candidates in an onsite pipeline with direct communication through the platform. ATS-like functionality without exporting to yet another tool.
Progressive disclosure
Personal identifiers stay hidden during matching and are revealed only after you express interest and the candidate agrees. Bias reduction by design, with consent built into the workflow.
From req to hire
What shortlisting looks like with Ture.
The Talent Exchange changes who reaches your shortlist. Here is how the workflow runs.
Post the role
Your description becomes real requirements.
When you post a job, AI translates the description into specific skill requirements drawn from the 32,000+ skill taxonomy. Refine them manually using the standardized database, or trust the translation and move straight to matching.
- AI skills identification from your job description.
- Refine requirements against 32,000+ standardized skills.
- Requirements mapped across 58,000+ occupational profiles.
See who actually fits
SkillsID matching, name-blind results.
The matching engine compares your requirements against candidate SkillsID profiles and returns aligned candidates with names and identifying details removed. You read competencies and qualifications first, and pattern-matching on pedigree never gets the chance to shape the pool.
- Competency alignment instead of keyword overlap.
- Names, photos, and identifiers hidden during matching.
- Candidates ranked by skills fit, not proximity to a city.
Build your shortlist
Save, filter, and organize in the pipeline.
Store eligible candidates in an onsite pipeline, filter and organize them by skills, location, or relocation willingness, and reach out through the platform. No more exporting to a separate ATS just to keep track of who you are considering.
- Onsite candidate pipeline with filtering.
- Relocation willingness visible as part of the profile.
- Direct communication routed through the platform.
Connect with consent
Identity revealed on mutual interest.
Personal identifiers stay hidden until you express interest and the candidate agrees. Then identity is disclosed and direct communication begins. Bias reduction and candidate consent are built into the workflow, not bolted on after the fact.
- Progressive disclosure on mutual interest.
- Direct communication through the platform.
- Candidates control when their identity is shared.
What TA teams see
The numbers that change your shortlist.
32,000+
Skills in the taxonomy
standardized for consistent matching
58,000+
Occupational profiles mapped
so requirements map to real roles
100,000+
Concurrent users supported
enterprise scale, single organization
SOC 2
Type II compliance
with Canadian data residency positioning
Keep exploring
You’re looking at Talent Acquisition Teams. Here’s who else Ture is built for.
Every role works from the same skills, program, and privacy foundation — so teams stay aligned while each person gets the experience built for them.
You are here
Role 04
Talent Acquisition Teams
Find consenting candidates through skills-first matching.
01
HR & People Leaders
Shape transition strategy, support people, and prove program outcomes.
02
Program Administrators
Launch cohorts, manage budgets, and keep every program on track.
03
Career Practitioners
Prioritize caseloads and spend more of the day helping people.
05
Transitioning Employees
Name your skills, explore new paths, and move forward with support.
“We hire for skilled trades across remote sites. Ture's Talent Exchange surfaces candidates by SkillsID match, not by how close they are to a city. That solved our biggest sourcing problem.”
Elena Petrova
Talent Acquisition Lead, Canadian Shield Energy
Talent acquisition FAQ
What hiring teams usually ask.
Straight answers about where candidates come from, how name-blind matching works, and how this fits your existing stack.
Take the next step
Shortlist on what people can actually do.
Talk to our team about the roles you are hiring for and the sourcing problems slowing you down. We will walk through your real requisitions, not a generic demo.
