DemoIndependent demonstration by Bala Danmeri. Not affiliated with or endorsed by DWP or the UK Government. All vacancies, employer identities and service outcomes shown are illustrative.
WorkBridgeYour skills. Suitable work. Shared responsibility.
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Transparency

How matching works

Matching is a set of plain, deterministic rules applied to structured profile and vacancy information. The same inputs always give the same result, and every result is explained.

1. Practical compatibility comes first

  • Working arrangement — is the role remote, hybrid or workplace-based, and did the person select that?
  • Travel — for non-remote roles, is the workplace within the person’s travel radius?
  • Hours — do the weekly hours fit the most the person can work, and full-time or part-time preference?
  • Working pattern — does the role need evenings, weekends or hours outside the person’s availability? School-hours roles fit anyone available on weekday daytimes.

If the employer has stated flexibility on that point, a mismatch becomes a question to discuss instead of a conflict. If the person hasn’t given the information yet, it becomes a question — never a rejection.

2. Skills alignment

  • Each essential requirement is checked against the profile: supported by a portfolio example, self-reported, or not yet evidenced.
  • If the employer offers training or flexible entry (apprenticeships, trainee programmes, “portfolio instead of degree”), a missing requirement is treated as something the employer will train.
  • Desirable requirements add positive notes but never remove a match.

3. Preferences

Sector interest, minimum hourly pay, requested workplace adjustments and training interests. Adjustments not listed by an employer become a question to ask; they never reduce a match.

4. Categories

  1. Practical conflict — a practical check fails with no stated flexibility.
  2. Not a current match — three or more essential requirements missing, or more than 60% of them.
  3. Development pathway — one or two essential requirements missing, or two or more the employer would train.
  4. Strong potential fit — no essential gaps, no open practical questions, at least one essential requirement supported by a portfolio example, pay at or above the stated minimum, and within a selected sector (if any were chosen).
  5. Worth exploring — anything else with no essential gaps.

Ordering within a category

Inside each category, results are ordered by an internal illustrative compatibility count (portfolio-supported requirements weigh more than self-reported ones; open questions and gaps weigh less). It is not shown to users, is not a percentage, and is not a hiring probability.

What matching never uses

Age, date of birth, ethnicity, nationality, religion, sex or gender, sexual orientation, disability or health diagnoses, benefit status or history, or free-text notes. Those fields do not exist in the matching data. Practical constraints written in free text are shared with the adviser for support planning, not scored.

Human decisions

Matching supports conversations between people. It does not decide who is interviewed or hired, and it does not determine benefit entitlement or sanctions.

The rules live in one file, lib/match.ts, so they can be reviewed line by line. Try changing a profile to see them work →