Objective definitions of terms used on the platform.
Applicant Tracking System, software that manages a company's inbound candidate funnel: screening, stages, communication, analytics. Foundational layer in corporate recruiting since the early 2000s.
The five-factor model of personality, openness, conscientiousness, extraversion, agreeableness, emotional stability. The psychometric framework with the strongest scientific validity for professional contexts.
Assigning a quantitative score to candidates based on objective signals (tests, validations, behavioral profile). Replaces or complements subjective resume reading at the initial screening stage.
NORT's composite metric representing a candidate's professional profile across four axes: hard skills, soft skills, experience, and reputation. Visualized as a competency polygon.
The exercise of comparing a current profile (candidate or team) with a target profile and mapping the differences per dimension. Drives hiring, development, or repositioning decisions in talent strategy.
A hiring model in which the candidate is evaluated once and companies query the pool to find who to reach out to, instead of the candidate applying role by role. Increasingly common in modern technical hiring.
Intelligent candidate-to-role matching that moves beyond keyword search: semantic embeddings, multi-dimensional ranking, and weighting by validated signal. Standard terminology in modern hiring platforms.
Reverse recruitment platform for programmers
