Evidence methodology
A match should show its work.
Aptaryn is designed to help people inspect why a role and a person may align without turning incomplete information into a definitive score.
Updated July 24, 2026Start with role context
The process begins with the work: outcomes, responsibilities, constraints, and genuinely necessary capabilities. Job titles and keyword lists are insufficient on their own.
Keep evidence attached
A factor should point back to supporting context such as a project, role, outcome, preference, or verified record. The interface should distinguish candidate-provided, employer-provided, inferred, and independently verified information.
Show uncertainty
When evidence is limited, conflicting, stale, or unverified, Aptaryn should say so. “We found limited evidence” is materially different from “this person lacks the skill.”
Avoid false precision
A single percentage can imply certainty the underlying information does not support. Aptaryn should prioritize understandable factors, provenance, gaps, and questions for review.
Require a person to decide
The system may help prepare a review. A person remains accountable for interpreting the context, asking follow-up questions, and making the consequential decision.