Two numbers, not one
Every candidate in Talinty has two AI scores on their profile card. They are intentionally separate, and reading them together is the point.
Resume Match (0 to 100). A measure of how well the candidate's CV aligns with the job description and Core Criteria as written. This is a document-level score.
AI Skill Match (0 to 100%). A measure of whether the candidate's actual experience demonstrates the skills the role needs. This score reasons past surface keywords and looks at substance.
A candidate's score is shown like this: Resume Match 87 · Skill Match 72%. The two numbers are right next to each other on the profile card and on the ranked list, never collapsed into a single average.
The four combinations that matter
Most candidates fall into one of four quadrants. Knowing which quadrant a candidate sits in changes what you do next.
High Resume, High Skill (above 80 on both). The CV reads well and the underlying experience holds up. These are the candidates you usually advance first. Open the 3-column vetting view to confirm there are no overlooked concerns.
High Resume, Low Skill (Resume above 75, Skill below 60). The CV is well-written for the role but the actual experience does not align as strongly. This pattern often shows up with AI-assisted applications. Read the Things to Consider column carefully and weight the skill assessment heavily if one is attached.
Low Resume, High Skill (Resume below 65, Skill above 75). The candidate has the experience but the CV understates it. These are often the most valuable candidates to interview, because the gap means everyone else is screening them out. The 3-column view will usually show specific Bonus Strengths the resume missed.
Low Resume, Low Skill (below 60 on both). Mismatch on both dimensions. Usually safe to deprioritize, though the Future Roles bucket exists for candidates worth keeping in the pool.
What the scores do not tell you
The two scores are diagnostic, not predictive. They are a faster way to read a hundred applications, not a substitute for the interview, the assessment, or your own judgment.
A high score does not mean hire. A low score does not mean reject. They mean here is where to look first and here is where the friction is.
If a score is surprising, the 3-column vetting view will tell you why. That article is next.
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