How DashScore AI Matching Ranks Candidates for Your Job Posts
Every applicant on SolaceHire gets a DashScore — a single match score that tells you how well a candidate fits a specific job posting. It exists to answer the question every high-volume hiring team asks first: who should I look at first?
What the score measures
DashScore compares a candidate's profile against your job posting across three dimensions:
- Skill fit. The skills on the candidate's profile — pulled from their resume, assessments, and declared competencies — are matched against the skills your job requires. Matches aren't just exact keyword hits; see below.
- Experience and role fit. Years of experience, seniority signals, and the type of roles the candidate has held are weighed against what the posting calls for.
- Readiness signals. Completed assessments, verified skills, and profile completeness all factor in. A candidate who has proven a skill scores differently from one who lists it.
Skill graph expansion
The part that makes DashScore more than keyword matching is the skill graph. Skills are related — a candidate who knows React very likely picks up Next.js quickly; someone with strong MySQL experience transfers most of it to PostgreSQL. The skill graph encodes those relationships, so a candidate whose exact terms don't appear in your job description can still surface as a strong match.
This matters most in the Philippine market, where resumes vary wildly in terminology. One candidate writes "frontend development," another writes "ReactJS," a third lists "HTML/CSS/JavaScript + component frameworks." Keyword filters treat these as three different skill sets; the skill graph treats them as related.
How to use the score well
DashScore is a ranking signal, not a hire/no-hire verdict. The workflow it supports:
- Start at the top. Review candidates in score order. The top band is where your interview slots are best spent.
- Pair it with assessments. For shortlisted candidates, send a skills assessment — the result feeds back into the profile and refines future matching.
- Use AI screening for the long tail. Applications below the obvious cut-off can go through AI resume screening so borderline candidates get a fair look without burning interviewer time.
- Search beyond applicants. Candidate search uses the same scoring, so you can proactively reach candidates who match a role even if they haven't applied.
What it doesn't do
- It doesn't interview for you. Structured interview scorecards exist precisely because human evaluation of communication, collaboration, and judgment can't be reduced to a profile score.
- It doesn't read your mind. The score is only as good as the job posting — vague requirements produce noisy matches. Structured salary, location, and skill fields in the job editor exist to fix that.
- It doesn't auto-reject. Low-scoring candidates stay in your pipeline; you decide the cut.
The practical effect
Instead of screening 300 applications in the order they arrived, you screen the 40 that matter — usually within the first day of a posting going live. That's the difference between an inbox and an ATS.
See the full feature list or create an employer account to try matching on your next post.