The skills graph
A structured map of skills, certifications, and related occupations, and how they connect. It helps the platform match people to jobs, give credit for skills that carry over, and suggest realistic next steps in a career.
What's in the graph
Each point in the map is a skill, certification, or occupation. Each connection shows how two of them relate — closely related, transferable, or interchangeable — and how much credit a candidate earns for the connection.
Built from public labor-market data and feedback from the platform. Occupational specialists review it before it goes live.
Three layers: occupation, skill family, and specific skill or certification. Matching looks across all three to find connections and suggest steps to build new skills.
The platform can recognize when two skills are closely related in meaning, even when the map doesn't already have a direct connection between them. This fills in gaps automatically.
If sewing-machine operation carries over to electronics assembly, the reverse is true as well. The credit is the same in either direction.
Each connection has a strength score. A skill that clearly carries over counts for more, and a connection backed by a certification (such as a forklift license) counts higher still.
For every skill a job requires that a candidate doesn't already have, the platform checks the map for a related skill they do have. Each connection it finds is shown in the match explanation.
One skill, three roles opened up
A candidate lists sewing machine operationand nothing else. The map follows its connections and gives the candidate credit toward electronics assembly and quality-inspection roles they'd never turn up for in a plain keyword search — and it shows how strong each connection is in the match explanation.
- Electronics assembly0.8
- Quality inspection0.7
- Machine calibration0.5
How it gets better
The map isn't fixed — it improves as real placements happen.
| Results feedback | Every successful placement strengthens the connection between the candidate's past work and the role they were placed in. Placements that don't work out weaken it. |
| Caseworker review | Caseworkers can flag a connection as wrong ("this candidate did not have transferable experience for that"). These flags are used to adjust the strength scores each week. |
| Adding new skills | When someone's resume mentions a skill the map doesn't yet include, it goes into a review queue with a suggested place to add it. An administrator approves or rejects it. |
| Learning across organizations | Combined, anonymized results from many organizations sharpen the strength scores faster than any single organization could on its own. Organizations can opt out of sharing while still getting the full benefit of the map. |
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