Yes, always. Nobody is surfaced to hiring organizations without explicitly opting in. Candidates control their profile visibility and can withdraw consent at any time. If they're not ready, they stay private. If they change their mind, they're out.
For the people doing the hiring
You're filtering out good people for the wrong reasons.
Traditional hiring filters on job titles, keywords, and resume formatting. A transitioning employee with 80% of the required skills gets rejected because their title doesn't match. Name bias compounds it. The Talent Exchange flips the order: match on demonstrated skills first, reveal the name later, and let candidates opt in on their own terms.
Every candidate is ranked against the SkillsID database of 32,000+ skills, so the ranking reflects what they can do, not which keywords they happened to include.
Names, photos, and other identifying information are concealed during discovery. Details are revealed only after the employer expresses interest and the candidate consents.
Nobody is surfaced to employers without explicitly opting in. Candidates control their profile visibility and can withdraw at any time.
Results vary by program design and cohort. We'll show you what to expect for yours.
What it does
The work it takes off people's plates.
Every feature here replaces something a participant, coach, or program manager used to do by hand — or didn't have time to do at all.
Before the name
See skills before you see a name
Identifying information is concealed during candidate discovery. You see skills, experience, and role fit first, so bias doesn't get a vote before capability does.
Beyond the keyword
Match on what they can do, not what they typed
Job requirements map against the SkillsID database of 32,000+ skills. Candidates are ranked by demonstrated capability, not keyword overlap with the job posting.
The pipeline
Save, track, and move candidates forward
Eligible candidates go into a structured pipeline from discovery to outreach to placement. No more losing good people in a spreadsheet between rounds.
Their call
Candidates opt in, and can opt out
Every candidate chooses to be discoverable. They control their profile visibility and can withdraw consent at any time. No silent profiles, no surprise outreach.
“Name-blind search changed how I shortlist. I stopped pattern-matching on names and schools and started actually reading the skills profile. My last two hires came from candidates I would have scrolled past.”
Ben Olusola
Engineering Hiring Manager, Tidepool Analytics
Why Ture
What makes Ture different.
Most outplacement is a pamphlet and a phone number. Ture was built around the person going through the transition.
The AI does the work, not just the talking.
Ture AI builds the profile, finds the roles, tailors the applications, and hits submit — with the participant always in control of what gets sent.
24/7
Working even when your team isn't
Private for people. Measurable for programs.
Participants get a space where nobody's watching over their shoulder. Employers get aggregated outcomes and ROI — never an individual's search history.
100%
Of individual activity stays private
One platform, four sides of the transition.
Participants, HR teams, coaches, and hiring employers work from the same skills data — so nothing gets lost in a handoff.
88%
First-week activation, ~3x a legacy provider
See it working. Not on a slide deck.
Walk through how this works for a real person, from the day they're told to the day they land — and what your team sees along the way.
From role requirements to shortlist
From a hard day to a real plan.
Here's where Talent Exchange shows up in a transition — and who it helps at each step.
The old filter
Good people get rejected before a human sees them.
An ATS rejects a candidate because their title was 'Production Supervisor' and the posting asked for 'Operations Lead.' Same skills, same experience, different label. Name bias filters out more before the resume even gets read. The best person for the role never makes it to the interview.
Explore Skills Intelligence
The flip
Match on skills first. Reveal the name later.
The Talent Exchange ranks candidates against the SkillsID database of 32,000+ skills, with names and photos concealed during discovery. You see capability before credentials. Identifying information is revealed only after you express interest and the candidate consents to the connection.
Explore the Platform
The quiet advantage
A pipeline of people already vetted, already consenting.
Every candidate in the Exchange built their SkillsID profile during a real transition, backed by demonstrated skills, not self-reported keywords. They opted in to be discovered. You're not cold-outreaching strangers. You're reaching people who already raised their hand.
See how SkillsID works
Integrations
Connect the tools already running the transition.
Ture plugs into the systems HR, providers, and talent teams already trust, so program data moves without another manual spreadsheet loop.
01
HRIS & Payroll
Keep cohorts, eligibility, and employee records in sync.
02
Workspace & Identity
Connect workplace accounts, SSO, and user provisioning.
03
ATS & Talent
Connect job, application, and talent pipeline workflows.
04
Learning & Assessment
Route Flex Credits to approved courses and providers.
05
Wellness & Support
Connect private wellbeing and specialist support services.
06
Career Tools
Add job-search, interview, and entrepreneurship services.
One connected platform
You're looking at Talent Matching. Here's what it connects to.
Every capability shares the same skills data and the same privacy boundary — so people never fall through the cracks between tools.
You are here
Capability 07
Talent Matching
Name-blind, skills-based hiring
01
AI Career Transition
AI agent that runs the job search
02
Skills Intelligence
Skills mapped to 58k occupations
03
Program Management
Run cohorts, budgets, and provisioning
04
Outcomes & Analytics
ROI and activation reporting
05
Career Services Marketplace
130+ services funded by Flex Credits
06
Practitioner Enablement
Caseload tools and AI co-pilots
Common questions
Questions people actually ask.
Straight answers about Talent Exchange — how it works, who sees what, and where it fits.
Take the next step
Give your people more than a goodbye.
Talk to our team about how Talent Exchange fits your program — we'll walk through it with your real scenarios, not a canned demo.
