Candidate matching

Fit used to be a vibe.
Now you can see it.

Candidate matching inside Compono Hire profiles every applicant against the role, the team they would join and your organisation's culture, then ranks them on that evidence with the reasoning visible to the hiring manager. Fit, made visible. If volume is your only problem, keyword screening in a standard applicant tracking system will do.

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Compono Hire · Candidates

Senior accountant25 candidates

Ranked on

Organisation fit 55%Quals 30%Skills 15%

NameFitStage

1Jerrell Padberg82Interview 1

2Virgil Van Dyke78Invited

3Matilda Hauck78Invited

4Jackie Dev78Talent pool

5Anna Boden74Talent pool

JPJerrell PadbergWork personality1 of 8Coordinator

Coordinator

Aligns with the team on responsiveness and customer focus. Lower on individual autonomy than the current team average.

Fit, made visible

How it shows up for candidate matching

A candidate answering a question across the table in an interview

The hire that failed was qualified

The CV was right, the interview was good, and three months in it is clear the person cannot work the way this team works. Nothing in the process was designed to see that, so the post-mortem blames the interview.

Leadership IQ studied more than 20,000 new hires and found 46% fail within 18 months. Attitude accounts for 89% of those failures, and technical skill for 11%.

Source: Leadership IQ, Why New Hires Fail

Keyword screening drops the best person in the pile

Filters look for the exact words in a job description that was copied from the last one. A career changer, a returner or someone who describes the same work differently never reaches a human being.

Harvard Business School estimates more than 27 million hidden workers in the United States alone, screened out by exact-match filters and job descriptions carrying legacy requirements.

Source: Harvard Business School, Hidden Workers: Untapped Talent, white paper

The decision is made in one conversation

A hiring manager meets four people, likes one, and the rest of the process confirms it. Everyone knows the interview is the weakest instrument in the kit, and it is still the one carrying the decision.

The United States Office of Personnel Management notes that the loose, conversational interview is highly subjective, damages reliability and validity, and leaves selection open to legal challenge.

Source: US Office of Personnel Management, Structured Interviews: A Practical Guide

The reason for the hire was never written down

Six months later someone asks how the decision was made. There are interview notes of varying quality, a ranking nobody recorded, and an executive who remembers it differently. That is the moment HR wears it.

Recruitment decisions are covered by workplace discrimination protections, and defending one means being able to show the reason it was made and the criteria it was made against.

Source: Fair Work Ombudsman, protection from discrimination at work

Everything a good system tracks.
And what only Compono finds.

Compono Hire

The matching engine inside an applicant tracking system (ATS)

Like any ATSApplications, stages, dates and job-board posting
And what only Compono findsFit against the role, the team and your culture

Hire runs the pipeline like any applicant tracking system: post the role, collect applications, move people through stages and keep the compliance trail. Every applicant is also psychometrically profiled and ranked at the point of application, before anyone opens a CV. Job match reads 18 job motivation dimensions. Team match reads the work personalities already in the team and finds what the team is short of. Culture match scores every candidate against the 12 dimensions of your measured culture. You set the weighting across skills, qualifications and organisation fit, and the qualifications mapper understands that a related degree is related. The panel sees the evidence behind each rank, and candidates get their own work personality insights back.

See how Compono Hire works

Compono Engage

The culture data an employee engagement platform gives the match

Like any engagement platformEngagement scores and response rates, by division
And what only Compono findsThe culture your people actually describe

Engage runs the engagement and culture survey any engagement platform runs, with the scores and response rates you would expect. A culture match is only as good as the culture it matches against, so Engage measures yours across 12 validated dimensions and turns the result into a hiring benchmark by division or location. The benchmark is what your people report rather than what one manager thinks.

See how Compono Engage works

Wherever you operate

Written for an Australian or New Zealand hiring process first, and it behaves the same way wherever you advertise.

What it is	Australia and New Zealand	Everywhere else
Where the roles go	SEEK and the major Australian and New Zealand job boards, plus your careers page and shareable job links	The same posting flow covers the boards you already use in other markets
Candidate data	Assessment results sit with the candidate's application, and candidates see their own work personality insights	The same handling applies to candidates applying from outside the region
Where your data sits	Built and hosted in Australia and New Zealand, ISO 27001 and ISO 9001 certified	Data is hosted in Australia and New Zealand wherever your team sits
Qualifications and tickets	An Australian Qualifications Framework degree or a trade certificate mapped by relatedness, not by exact title	A United Kingdom or United States qualification handled the same way

One platform, one engine.

Hire, Engage, Develop and Assure share the same validated behavioural science engine, so what you learn about people in one product informs the next. People decisions backed by behavioural science and AI.

See how the platform works

Compono Hire

A. Okafor, senior account manager

Culture Fit91%

Job Fit86%

88% overall fit

Compono Engage

Delivery team, 16 of 16 responded

InnovativeRisk Averse

ResponsivePlanned

CurrentDesired2 of 12 shown

3 of 12 dimensions misaligned

Compono Develop

Site supervisor, 42 people in the role

Safety leadership88%

Coaching others44%

68% capability held

Compono Assure

Working at heights, 38 people hold it

Verified competency recordCurrent

Renewal due 14 Mar 2028

Four products, one behavioural science engine.

Common questions

No. An applicant tracking system (ATS) moves people through stages. Candidate matching decides who should be at the front of the queue and why. Compono Hire does both, so you are not running a matching tool beside a pipeline tool.

Three assessments and your weighting. Skills and qualifications are mapped by relatedness rather than exact title, job match reads 18 motivation dimensions, and culture and team match compare the candidate with your measured culture and the work personalities in the team. The ranking recalculates when you change the weighting.

Every applicant is assessed on the same criteria, in the same order, before a name or a photo influences the read. Ranking replaces the order applications happened to arrive in. It is a structured process rather than a guarantee, and the evidence behind each rank is visible so a decision can be challenged.

They complete a short work personality and motivation assessment as part of applying, and they get their own insights back at the end of it. Skills and qualifications come from the application itself.

Yes, and that is the part that changes the conversation. A manager sees how a candidate scored across skills, qualifications and organisation fit, and what the team is short of. Panels argue about the criteria instead of about who they liked.

Compono Hire is a full applicant tracking system, so most customers run it as the ATS. If you are committed to your current system, single sign-on connects to your identity provider and any other integration is scoped per customer. The partners page at /partners lists what we connect to today, and we will confirm what is possible before you buy anything.

It is part of Compono Hire rather than an add-on. For a team under 100, one product is circa $5.5k to $6.5k AUD a year. From 100 to 500 people it runs circa $7k to $13k AUD a year depending on the band.

Head office is Brisbane, with offices in Christchurch, London and New York. Data is hosted in Australia and New Zealand wherever your team sits, and the platform is ISO 27001 and ISO 9001 certified. Roles post to SEEK and the major Australian and New Zealand boards, and the same flow covers the boards you already use in another market.

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