Understanding match scores
Know exactly what the match percentage measures — and how to use it without letting it decide for you.
What goes into a score
Club AI compares your profile against each role across several dimensions:
- Skills — overlap between the skills on your profile and what the role requires, weighted by how central each skill is to the work.
- Experience — your seniority and work history against the role's experience level.
- Location — where the role sits relative to your location, mobility, and remote preferences.
- Salary alignment — the role's range against your stated compensation expectations.
The output is the match percentage you see on listings, the Best Match badge on recommendations, and the Match Percent sort option on the Jobs page.
What a score means
A high score means the role's stated requirements line up closely with what your profile says about you. It is a prioritization signal: with limited time, start with your strongest matches, because those are the applications where your profile already makes the case.
Scores also power Club Sync. With auto-apply enabled, you automatically apply to roles scoring 90 percent or higher — the score acts as your threshold.
What a score does not mean
A match score is not a verdict, and it is worth being precise about its limits:
- It does not predict whether you get the role. Hiring decisions are made by humans — companies, with input from your Talent Strategist — not by the score.
- It is not a measure of your ability. A 60 percent match means the role asks for things your profile does not show, not that you are a 60 percent candidate.
- It only knows what your profile says. A skill you have but never listed is invisible to matching. Stale location or salary data drags scores on roles that actually fit.
- A lower score is not a closed door. If a role excites you and you can make the case, apply. The score ranks fit on paper; it does not read ambition.
Scores support human judgment — they never replace it.
The fastest way to better matches
Match quality is a direct function of profile quality. Before questioning a string of low scores, review Complete your profile — most scoring surprises trace back to missing skills or outdated preferences.
How to use scores in practice
- Sort by Match Percent when starting a search session, then read the top listings properly rather than applying blind.
- Treat 90 percent and above as "apply today" territory.
- For mid-range scores, check which dimension is dragging — often it is location or salary, which you may consider flexible even if your profile says otherwise.
- Update your profile, then watch how scores shift. That feedback loop tells you what the market values in your profile.