How matching works
Last updated July 30, 2026
Switch’d ranks open roles for candidates, and candidates for employers, using a fixed scoring rubric. It is not a machine-learning model, it does not learn from who gets hired, and it is not a secret. This page is the whole of it.
The three things that matter most
- Nothing is ever automatically rejected. The rubric orders a list. A person reads it and decides. There is no threshold below which an application is discarded, and no setting that creates one.
- It only scores what the employer actually asked for. A score is normalised over the requirements stated in that posting. If a job does not name a licence, licences are worth nothing for that job — not a penalty, not a bonus.
- It scores work, not people. The inputs are listed below in full. Age, sex, race, national origin, disability, marital status, photographs, school prestige and employment gaps are not inputs — we do not collect most of them and do not use any of them.
The weights
Each component earns up to the points shown, and the total is scaled to 100 across only the components a given job actually stated.
| Component | Points | What it means |
|---|---|---|
| What you do | 25 | Your function — underwriting, claims, brokerage — against the role. |
| Lines of business | 20 | Commercial property, general liability, and so on. Any overlap counts. |
| Years of experience | 15 | Against the minimum the employer stated, if they stated one. |
| Segment | 10 | Personal, commercial, specialty. |
| Licences | 10 | Self-reported, and only counted when the employer asked for one. |
| Designations | 8 | CPCU, ARM, AU and the like — again only when asked for. |
| Systems | 7 | Policy admin and claims systems named in the posting. |
| Work arrangement | 5 | On-site, hybrid, remote. |
Exceeding a requirement earns nothing extra. Twenty years against a five-year minimum scores the same as six — the rubric measures fit, not seniority.
The three hard filters
Three things remove a role from your list rather than scoring it, because they are genuine impossibilities rather than preferences:
- A licence the role requires that is not on your profile.
- An on-site role you cannot be on-site for — unless you said you would relocate, or you are already in that area.
- Salary ranges that do not overlap at all, and only when both sides stated one. A blank expectation is a conversation, not a mismatch.
What you can see about your own score
On any role, candidates can see which requirements they met, partly met, or missed, and what would close each gap. Nothing about your ranking is hidden from you.
There is one number we keep private from employers: an internal profile-strength indicator. It is never shown to an employer and cannot be filtered on, because a score employers can sort by becomes a score that decides who gets read.
If you would rather not be ranked
You can ask for your application to be considered without the ranking, and a person will review it directly. Email support@switchd.app with the role, and we will pass the request to the employer and confirm to you that we have. Asking costs you nothing and is never shared as a signal about you.
You can also set your profile to Private at any time, which removes you from employer searches entirely while leaving you free to search and apply.
Employers
If you use an automated employment decision tool, the law where you operate may place duties on you — a bias audit and candidate notice under New York City Local Law 144, for example. Switch’d is built to keep a human in every decision, which is the simplest way to stay outside that definition, but how you use it is your responsibility. Our Terms require you to comply with the employment law that applies to you.
Questions
support@switchd.app. If you think the rubric scored you wrongly, tell us — a reproducible rubric can be checked, which is most of why we chose one.