How your assessment works

Talent Match measures skills. This page explains how — what we ask, how it’s scored, who sees what, and what you can do about it.

What we assess

When you take an assessment, you answer multiple-choice questions built around real situations from a specific kind of work. Each question is tied to a skill that the job actually requires.

We measure what you can do. We don’t measure personality, and we don’t try to predict how you’ll perform in a job.

How the questions are made

Questions are drafted with AI assistance. They are then reviewed by subject-matter experts — people who do or supervise the actual work — before any candidate sees them.

Those experts confirm three things: that the skills being assessed are the ones the job requires, that each question measures the skill it claims to, and where the line sits between competent and not-yet-competent performance. Each of those reviews is signed.

No AI is involved in scoring. Your score comes from an answer key the experts approved, plus fixed arithmetic. The same answers always produce the same result.

What we produce

Per-skill proficiency. For each skill, a level based on how you answered the questions for that skill.

An overall skills level. A single level that summarizes proficiency across the skills in the pathway. Skills only — nothing else is folded in.

A workstyle profile. Descriptive information about how you prefer to work. This is used for matching, never for screening. It does not raise or lower your skills level.

You can see all of it about yourself, at any time, in your dashboard.

What employers see

Employers who search the marketplace can see your current skills level and your per-skill levels, and can filter and sort candidates by the overall skills level.

They see your current levels only. If you retake something and your level changes, the previous one is gone — it is overwritten, not stored alongside. No employer can see where you started.

Your workstyle profile is shown as descriptive information. Employers cannot filter or sort by it.

What we don’t do

We don’t decide anything about you. Talent Match issues no pass, no fail, and no rejection. We don’t rank candidates, we don’t recommend candidates, and we don’t tell an employer who to hire. Every hiring decision is made by a person at the employer.

We don’t gate the marketplace on your score. Entering the marketplace requires finishing the assessments and choosing to enter. There is no minimum level.

We’re not a staffing agency or a recruiter. We don’t employ you, place you, or represent you to employers. We’re a marketplace where employers can see what you can do.

If you want to try again

On the initial assessment, each question is answered once.

Afterward, questions you missed become available again through short review modules. You get three attempts at each question. After the third, you review the module content and the question becomes available again — there is no limit on how many rounds you take.

Your best result on a question is what counts toward your skills level.

If you need an accommodation

If a disability affects your ability to take an assessment — or to use any part of the platform — you can request an accommodation at any time. There’s a request form in your dashboard under Accessibility, available before you start, during, and after. If you don’t have an account yet, email support@gettalentmatch.com.

Tell us what you need. We’ll work with you to find something reasonable.

If a disability affected a result you’ve already received, tell us. Retaking replaces the earlier result, and employers see only the current one.

Your data

We keep your assessment responses and results while your account is active, and for a period afterward for research into whether our assessments work as intended. After that, responses may be kept in de-identified form — meaning they can no longer be linked to you.

We keep dated records of the decisions behind how these assessments are built and scored for at least three years.

Our Privacy Policy sets out the full retention terms, what we collect, how it’s used, and your rights over it.

Records

The records above — the skills chosen, the reviews performed, the standards applied — are available to regulators on request.

Our methodology follows the Standards for Educational and Psychological Testing (AERA/APA/NCME), the SIOP Principles for the Validation and Use of Personnel Selection Procedures, and the Uniform Guidelines on Employee Selection Procedures.

Questions

Email us at support@gettalentmatch.com.