Frequently asked questions

It is a system that uses AI and structured skills data to connect people with the right opportunities. Instead of relying only on job titles, it looks at hard skills, soft skills, experiences, ambitions, and learning goals. This makes it possible to match any talent with jobs, projects, gigs, or training.

AI analyses CVs, profiles, and vacancies to understand both hard and soft skills. It suggests the best matches, highlights skill gaps, and recommends learning paths. This makes matching easier, fairer, and more accurate than regular search functions.

Matches are based on skills, experience, ambitions, and context not just keywords. The system improves over time by learning from data and user feedback.

Yes. The platform adapts to different sectors and job families through its skills and job architecture, making it flexible for both specialised industries and broad markets.

Data is refreshed in real time when users update profiles or when new vacancies and training are added. The skills library is also updated regularly to include new and emerging skills.

The system is multilingual and can be adapted for different regions, making it suitable for global organisations and diverse talent pools.

Yes. All data is stored securely and handled according to GDPR regulations. Users remain in full control of their own data and privacy settings.

Yes. The platform integrates seamlessly with HR systems through APIs, making it easy to connect to existing workflows.

It creates a clear talent pipeline, supports outreach to candidates, and uses AI to rank and match profiles. Recruiters save time and find better candidates more quickly.

• Faster hiring and lower recruitment costs • Better use of internal and external talent • More diverse and inclusive hiring • Stronger engagement with candidates and/or employees

By offering a smooth and personalised candidate experience, and by showing clear career paths, organisations present themselves as modern, people-focused employers.

Yes. AI matching focuses on skills, experience, and potential instead of personal characteristics such as age, gender, or background.

Yes. The platform can easily connect multiple talent or vacancy sources.

It works as an internal talent marketplace, showing employees career paths, projects, and learning opportunities that fit their skills and ambitions. This helps employees grow while organisations keep valuable talent.

Employees gain more visibility into opportunities, discover new career paths, and receive re-skilling suggestions. This increases engagement and motivation.

Employees see direct benefits such as personalised job matches, growth opportunities, and learning recommendations, motivating them to keep their profiles updated.

Yes. Employees can see how their current skills connect to future roles and what steps can help them progress.

Gap analysis highlights missing skills and links them to training, education, or on-the-job learning.

Yes. Training partners can add courses, certifications, or learning paths, directly linking them to skills and career development.

Yes. Managers can identify talent ready for leadership roles and plan ahead for critical positions.

Yes. The platform can connect companies, training providers, and even industries to create larger pools of talent and opportunities.

Continuous updates, personalised recommendations, and new opportunities keep talent active and engaged.

Inclusive features make it easier for all people to join, including those with different abilities or backgrounds. AI helps create fair and accessible profiles, ensuring no talent is overlooked.

The 8vance digital twin technology is a virtual model of the real labour market. It combines CVs, vacancies, training opportunities, company profiles, and other data into one system. This makes it possible to see trends, predict skills needs, and plan for the future.

The platform identifies skill gaps and suggests relevant training, education, or on-the-job experiences. This prepares employees for future roles and helps organisations stay competitive.

Yes. By analysing large amounts of skills and job data, it shows supply and demand patterns, highlights emerging skills, and provides future workforce insights.

By tracking which skills are rising, declining, or emerging, the platform helps organisations adapt their workforce to new technologies.

Yes. By analysing training, projects, and market data, the system can highlight skills before they become common in job descriptions.

Long-term data and predictive insights help leaders design re-skilling programmes, succession plans, and workforce strategies.