LinkMatch AI

The right connection.A connected process.

Bring roles, candidate profiles and the people making the decision into one flow — from matching and review to the next step in hiring.

Product website Discuss your environment

Bring the opportunity into the network.

Recruitment agencies connect their work to candidates and the people who can recommend them.

A constellation of people and connections links recruitment agencies, candidates and referrers.

Role, candidate and decision in one workflow
Portals for the team, client and candidate
Continuity into contracts, commissions and onboarding

Made for the work.
Changes the way.

Three places where LinkMatch AI turns complexity into a clear next step.

01 / 03

See the experiencebehind the profile.

The challenge: An agency receives a new role and needs to present relevant candidates to its client.
The product at work: The recruiter defines requirements, reviews profiles and matching recommendations and sends reviewed candidates to the client portal. The client continues with assessment and interviews.
What changes: The handoff includes professional context and a clear status; the system recommendation informs human selection.

02 / 03

Keep the next stepconnected to the decision.

The challenge: A candidate is selected, but contracts, purchasing and billing belong to different teams.
The product at work: Connect placement data to the contract and commission, define the approval event and hand the information to finance through the agreed process.
What changes: The team can follow the transition from hiring decision to document and billing, with an owner for each handoff.

03 / 03

Every requirement.A clear next step.

The challenge: A supplier recruits for a role with clearance requirements and a client approval process.
The product at work: Map review stages, information access and required documents at each handoff. Professional fit assessment remains separate from the authorized body’s approval.
What changes: The team has a way to track requirements; the platform does not grant clearance or replace the approving authority.

Illustrative scenarios and imagery.

A focused system.
Part of a bigger picture.

LinkMatch AI connects the recruiting team, client and candidate, continuing from matching into onboarding and commercial operations. Each participant has a role in the workflow; AI supports recruiters while people remain responsible for hiring decisions.

The people connection.

LinkMatch brings the people side into Titans’ wider view of the enterprise. It gives recruiting teams a shared process around roles, candidates, clients and the next handoff. Titans helps define those responsibilities and connect the agreed workflows to the organization, while recruiters and hiring teams retain the hiring decision.

The complete workflow

This illustrative journey uses no real candidates, scores or hiring results. Required stages, automatic filters and commercial terms are defined for the project.

Define the role and review criteria
The recruiter and client establish requirements, location, salary expectations and mandatory conditions. A weighted scorecard provides the framework for comparing profiles.
The team has explicit criteria rather than an unexplained ranking. Any automatic MUST_HAVE filtering requires agreed rules and responsibilities.
Prepare a reviewable candidate profile
A CV is parsed into skills, experience, education and other supported fields. The recruiter checks the extracted information against its source and clarifies gaps.
A structured profile and AI summary support comparison. Extraction confidence indicates where additional review may be needed; it does not verify a candidate’s claims.
Compare and review candidates
Rules, semantic matching and model analysis compare the profile with the role. The recruiter reviews category scores, reasons and missing requirements before sharing the appropriate candidates.
The client receives candidates in the agreed portal workflow. Configured screening can filter early; a score alone does not establish suitability or hiring approval.
Complete interviews and required approvals
The client reviews candidates, interviews are arranged and feedback is collected. The workflow checks the required conditions, such as completed interviews, submitted feedback and clearance approval when relevant.
The application can proceed to an offer under the agreed process. Missing feedback or authorization remains an unresolved requirement, with an owner to follow it up.
Sign and continue into onboarding
Approved offer details populate a contract template. The described DocuSign process tracks signature status; a signed contract can create an employee record and start onboarding tasks.
Recruiting information continues into the employee journey. Any commission, purchase-order or invoice handoff follows the commercial approvals and integration scope established for the project.

The role, application, decisions and documents continue into onboarding. Teams can follow responsibility and progress; a match score or contract status does not guarantee a successful hire.

The capabilities inside

Jobs and role requirements

Define role requirements and review criteria before matching candidates. Structured requirements guide both recruiters and clients through selection.

Input: A job description, required skills, experience, location and salary, distinguishing mandatory conditions from preferences.
Output: A weighted scorecard and a shared basis for review. The team defines which criteria can filter a candidate automatically and which require assessment.

CV parsing

Extract skills, experience and education into a profile that can be reviewed and updated. Source details support assessment beyond manually reading a document.

Input: A permitted candidate CV in a supported format: public examples include PDF, DOC and TXT.
Output: Skills, employment history, education and languages, with an AI summary and extraction confidence. Missing or misinterpreted information needs review.

Matching and recruiter assistance

The matching engine ranks candidates against role requirements and can filter automatically against configured must-have criteria. Recruiters review scores, sources and gaps; filtering rules and responsibility for reviewing them are defined in advance.

Input: The candidate profile, role requirements and configured rules for skills, location and salary.
Output: Ranked matches, category scores, reasons and gaps. Public material describes automatic MUST_HAVE disqualification; its use and thresholds need agreement, while the hiring decision remains with people.

Client review and interviews

Recruiters organize candidates and selection, while clients review candidates through their portal. Statuses and actions connect the client handoff to interviews and decisions.

Input: Shared candidates, client responses, interviewer availability and required feedback.
Output: Review decisions, interviews, feedback and application-stage changes, subject to the role’s conditions and approvals.

Role-specific portals

Candidate portals support the applicant journey, client portals support review and approval, and recruiter portals manage the process. Employee, supplier and referrer workflows are selected according to scope.

Input: The participant’s organization, assigned role and permitted information: recruiter, client, candidate or another scoped participant.
Output: A relevant workspace connected to the shared process. Portal availability, branding and visibility are selected by product plan and project scope; participants do not automatically receive access to every record.

Contracts and commissions

Placement data continues into documents and commercial agreements. Define who reviews the contract, how commission is determined and which event allows the process to move to finance.

Input: Approved offer or placement details, a contract template and the agreed commercial terms and signature process.
Output: A prepared contract, signature status and signed document, with commercial follow-through. Commission rates, chargeable events and cancellation rules belong to the agreed terms, rather than a universal example.

Onboarding and HR continuity

Onboarding continues from the placement decision to the employee and receiving team. Documents, statuses and owners connect recruiting with HR operations.

Input: A signed contract, employee details, documents and the receiving organization’s onboarding tasks and approvals.
Output: An employee record and onboarding workflow. Public material describes progression to active status after onboarding completion; clearance requirements need a separate authorized decision.

Finance and process visibility

Purchase orders, invoices and commissions retain placement context. Pipeline, conversion and revenue dashboards help teams see where work is progressing or waiting.

Input: Placement, contract, commission and purchasing information, alongside relevant workflow events.
Output: Pipeline and financial visibility, with purchase orders, invoices and margins described in Titans material. The finance data model and any accounting-system handoff require explicit project mapping.

The information that stays connected

Each item has its own purpose, visibility and owner. Distinguish a candidate’s profile from their application to a particular role.

Job and scorecard

The job combines the client’s requirements with weighted criteria and any configured mandatory conditions. Changes affect the basis on which profiles are compared.

Making screening and review criteria explicit for recruiters and clients.

Candidate profile and source CV

The original document and extracted profile supply different forms of evidence. Missing information or an AI summary should be checked before it influences a decision.

Reviewing professional fit and controlling which personal information can be shared.

Application, interviews and feedback

The application links a candidate to one role and its stage, interview activity and review decisions. The same person can have a different context in another role.

Following progress and identifying an outstanding review or approval.

Contract, employee and commercial context

Approved terms and signature status connect an offer to the employee journey. Commission, purchasing and invoice details extend that context when they are in scope.

Carrying agreed information into onboarding and an authorized commercial handoff.

Connections to your existing systems

Job and candidate data

Define CV sources, role fields and information permitted for transfer. Imports and transfers from existing systems are reviewed against structure and access rules.

Portals and brand identity

Select the portals required for the agency, client and candidate. Branding and permissions depend on product scope and organizational needs; portals are not automatically available to every role.

Finance and procurement handoffs

Map contracts, commissions, purchase orders and invoices to existing finance systems. Integration format and write operations are scoped individually; a built-in connector for every ERP is not assumed.

APIs and specialized workflows

API access and enterprise workflows are assessed against product scope and requirements. Define which events pass between systems and who handles a failed handoff.

Permissions, control and exceptions

People own hiring decisions

A match score helps organize work. Recruiters and clients assess experience, requirements and gaps and make selection decisions; a score is not sufficient evidence on its own.

Access according to workflow need

Define which candidate details are visible to recruiters, clients, suppliers and finance. Agency separation and portal permissions are checked before access is enabled.

Sensitive data and retention

Define collected documents, permitted sharing and retention periods. Access or clearance requirements follow organizational procedures and the authorized body.

Commercial approval before handoff

Define who approves contracts, commission rates and billing terms. Candidate selection and commercial completion are distinct decisions, with owners assigned by the organization.

When things do not go to plan

Stage conditions, alerts and contract status help explain why work is waiting. Confirm exception handling, recovery and the responsible person in the project.

A profile is incomplete or screened out

Check extracted information and the criteria behind the outcome. Agree who can correct a profile or review an automatic filter, and how a disputed result is handled. A low score is not evidence of missing capability by itself.

A stage lacks feedback or authorization

The described workflow includes conditions for an active candidate, open role, completed interviews, submitted feedback, clearance and complete offer details. Select applicable conditions and assign the person responsible for resolving each hold.

A signature or external handoff is unfinished

Sending a contract is different from obtaining a signature. Confirm how cancellation, expiry or an external service failure is handled, and how repeated notifications avoid repeating an employee or finance action.

A deadline or commercial follow-up is unresolved

Stage time limits and breach alerts are described publicly. Define who responds, how the delay is escalated and what evidence allows a commission or invoice to proceed. Placement does not automatically mean payment.

Implementation and organizational fit

Map one recruiting journey
Choose a representative role and map the recruiter, client, candidate and finance roles. The output is a defined set of stages, owners and required data.
Prepare data and permissions
Review profile quality, job fields, agency separation and portal access. Define what may be shared and at which stage.
Run a process with human review
The recruiting team reviews matching recommendations and shares candidates with the client. Track decisions, corrections and handoff to contracting or onboarding.
Connect follow-through and measurement
Validate commission and finance continuity, define process measures and expand to more roles or clients after reviewing the result.

The deployment environment

Organizational boundaries: Per-agency separation in a multi-tenant model and role-specific workflows.
Specialized workflows: The material includes clearance-aware recruitment, purchase orders and client hierarchies. Fit is reviewed against your process.
Bring to the conversation: A representative hiring journey, roles, team handoffs and finance integrations.

Choose the journey and participants first

Start with a representative role and the people who manage it. Recruiting, client review, onboarding and finance can form one journey, but required portals and follow-through depend on the product plan and the organization’s working model.

Scope integrations and commercial rules

Validate the actions, accounts and permissions required for DocuSign, calendar and communication connections. Enterprise API access, supported events and finance handoffs need separate scoping for the selected plan.

Separate automatic screening from hiring authority

Configured rules can filter candidates before review. Agree criteria, thresholds, correction responsibilities and sensitive-data access. Recruiters and clients own hiring decisions; the workflow does not grant clearance or replace its approving authority.

Confirm deployment and candidate-data handling

Agree hosting, identity, agency separation, retention and permitted sharing. Availability in a particular deployment model requires confirmation. Candidate data, AI-processing copies and signed documents can have different handling requirements.

Questions of fit

Who is the primary user?

The recruiting team manages the workflow, with other participants using the relevant portals. Scope may include clients, candidates, employees, suppliers and referrers as needed.

Does AI decide who gets hired?

The system can filter automatically against configured must-have role criteria. This is distinct from the hiring decision: recruiters and clients remain responsible for candidate review, approvals and the final decision. Filtering rules and review of incorrect results are defined during implementation.

Does the workflow end at placement?

The workflow can continue into contracts, onboarding, commissions, procurement and invoicing. Follow-through and integrations are scoped around how the agency and client operate.

What does clearance-aware recruiting include?

Tracking requirements, documents and workflow stages for authorized participants. The system does not grant clearance or replace the authorized body’s assessment.

Can it connect to existing systems?

Recruiting data, finance handoffs and API needs are assessed at the start. Compatibility with a particular system depends on the required integration and product scope.

Documentation and further reading

Connect it to your work.

Start with one workflow, its information and the people who know it. Define the path to implementation together.

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