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How does Hatch Match work?

Dec 14, 2022

We created Hatch Match to help employers and candidates find on each other based on 3 things that matter.

Hatch Match is levelling the playing field in employment

We created the the Hatch Match model to help employers and early career people find each other in a meaningful way by looking at 3 key things: What, How and Why.

  • What: What’s the role and what’s involved? What skills will be successful in this role?
  • How: How do particular teams and people work well on a daily basis? What values are important for both sides?
  • Why: Why is this opportunity meaningful? What goals or mission motivates the team, company and candidate to do their best?

Hatch Match helps employers and talent find each other based on what matters.

Each of the above is embedded throughout the Hatch experience. So, whether you’re hiring or applying for jobs, you can do it in the best, human way possible. How?

In a nutshell, Hatch Match allows employers to better understand their candidates faster by looking beyond the CV. This helps them find the person that will thrive in their team. For individuals, Hatch Match helps jobseekers discover new opportunities where they can grow and make an impact, as well as teams that give them a sense of belonging.

You would think that both employers and candidates are already connecting in this mutual way, right? Well, this is awkward...

Why do we need Hatch Match?

Growth happens every single day on this planet. 🌱 Companies are always looking for new people to help their business grow and on the other side, we as humans are constantly seeking new opportunities to learn, develop and move forward in their lives.

Employment has been one-sided for a long, long time.

Today, employers continue to rely on outdated hiring practices and follow conventional standards like qualifications, education, previous work experience and that subjective ‘gut feel’ of someone who will fit in.

Research has shown that diverse and inclusive organisations outperform those that aren’t, but if employers are still hiring the old-school way, they’re only looking for candidates who are great on paper, and excluding a lot of talented people who could be their next team superstar.

On top of that, ‘hiring for culture’ hasn’t always been effective due to affinity bias, where people have the tendency to like others who are similar to them. As a result, interviewers might have a subjective ‘get feel’ and fall trap to seeking personal connections with the candidate, instead of identifying common team values, assessing competencies/skills, uncovering work styles and understanding motivation.

Hatch Match achieves the following to solve this big problem that holds everyone back:

  • Match teams and candidates that are most likely to thrive together;
  • Help candidates discover and confidently take on new opportunities; and
  • Empower hiring managers to confidently know what to look for beyond the resume to find their best candidates.

Let’s dive into the 3 key areas of Hatch Match to discover how it helps teams and candidates connect.


Picture this: Sarah is the Head of Marketing at an e-commerce company, who is hiring for a Marketing Coordinator. She doesn’t need the candidate to necessarily have a background in Marketing, because she prefers to find someone who is strong at coordinating projects and has an interest in getting creative in content and social media. After posting a job ad, Sarah received a lot of applications from candidates who highlight their degrees and tools they use, but not about the skills they bring. She’s struggling to find the skills and abilities needed for the role.

On the other side, Sanjay recently graduated from a Psychology degree, but isn’t sure what to do. For the last few months, he helped a friend’s online store by looking after their Instagram page, which has had great success in growing the business’ community and online sales. He’s considering Marketing as a career, because he’s enjoyed teaching himself how to get creative in content and growth hacking, but as a Psychology graduate, he doesn’t know much about marketing jargon.

How do employers like Sarah and candidates like Sanjay find each other?

Firstly, forget about questions like “Where did you study or work before?” The ‘what’ in Hatch Match helps more employers and candidates find each other based on the skills and abilities that are truly needed to thrive in the role.

This helps employers to:

  • Focus on what’s really needed in the role, and not get getting carried away with laundry lists of requirements.
  • Clearly describe the role in context of the team, company and industry. This helps to avoid looking at the job in isolation.

On the other side, this helps candidates to:

  • Access clearer job descriptions to better understand whether they have the skills and abilities needed. This avoids candidates from not applying for roles as a result of feeling they did not tick all of the role’s requirements.
  • Confidently explore new opportunities based on their skills and interests, not just based on their studies or previous work experience.


Picture this: Dennis is a Customer Success team leader for a Fintech company. He’s interviewing candidates who have a good resume, but they don’t seem to be excited about how the team works. The candidates seem to be driven by individual goals and competition, but he knows that his team tends to value learning from each other and collaboration closely. He’s not sure what to do, and he also doesn’t want to fall into the bias trap of hiring for ‘culture fit’.

On the other side, Ling has been working in Account Management and wants to move into Customer Success. They want a role where they feel like they belong, and they know that they work and grow best when they share ideas and solve problems with others. It’s hard for Ling to see much information about teams from job ads, and heavily edited company videos don’t show them what it’s like to be in the team on a day-to-day basis. When they speak to recruitment agencies, everyone brings up that the teams are “like a family” and “value learning”. Ling feels like they have to make a big career decision on little to no information.

How do managers like Dennis and candidates like Ling find each other?

Once you know the skills and abilities are needed to succeed in a role, the next crucial factor is looking at how a team and candidate will work and make decisions on a day-to-day basis, which is guided by work style and values. Don’t think these are valuable? In one study, 60% of employees (aged 25 to 42 years old) said they would quit their jobs if employer values didn’t align with their own!

The ‘how’ in Hatch Match allows employers and candidates to share their work style and values upfront. No more wondering “What exactly are we getting ourselves into?”

This helps employers to:

  • Share how the team works from making decisions, solving problems, allocating work and celebrating efforts.
  • Avoid generic and vague descriptions about their company and team culture.
  • Identify more ideal candidates based on practical values, not degrees and backgrounds.

This helps candidates to:

  • Get a clearer idea of a team’s work style and values to spot their ideal teams faster.
  • Understand their preferred work styles and values that help them work and learn best.


Picture this: Tariq is a Sales team leader at a fast growing HealthTech startup. They’re hiring for a junior Sales manager and they’re open to a range of backgrounds and experiences. More importantly, they want someone who cares about their mission in mental health as much as they do. Tarik has received a lot of applications with cover letters that focus on skills and degrees (which are great), but don’t mention why they would like to work there.

On the other side, Marissa has had a few internships in Customer Success across different industries. She’s looking for a new opportunity and because she’s confident and loves helping people, she’s been told that she would be great in Sales (even though she hasn’t done it before). Marissa wants her next role to be impactful and she’d like to work with a company that cares about making a difference in mental health. She knows a few startups doing great work, but she’s not sure where to find all of the options that would consider her.

How do leaders like Tarik and candidates like Marissa find each other?

Once you know if someone can do the job and how they do the job best, the final factor is their motivation.

The ‘why’ in Hatch Match explores the mission of a company, team, role, and candidate to create a sense of meaning and purpose - the things that uniquely drive us as humans. Driving meaning at work is a key driver for performance over time.

This helps employers to:

  • Clearly share their meaning and purpose to attract candidates who align with them.
  • Spot diverse candidates who share the same drive, no matter their backgrounds.

This helps candidates to:

  • Discover more teams and companies that align with their values.
  • Showcase their own stories and motivation that rarely shine when using only text in resumes.

If all of the above aligns, there’s a greater sense of belonging for both candidates and teams. Employers can see more engaged and productive teams. People can truly shine and do what they’re best at with people that complement them.

The Hatch Match success continues

  • 96% of teams said their hires through Hatch were a great fit with their team’s culture and values.
  • 83% of candidates who have used Hatch said they prefer to showcase themselves through Hatch’s applications.
  • At least 50% of short-term roles and internships filled through Hatch are extended.

What employers say about Hatch

“Hatch helps us get the hiring process right. The platform’s holistic approach brings diversity and behavioural fit to the table before we even look at someone’s resume. It also saves us time, which is incredibly valuable.” - Anthony Nantes, CEO @ Wisr

“You're going to bring candidates that as a hiring manager you might not have considered, but actually do all the things that in essence are your secret sauce.” - Daniel Nelson, Sales Leader @ PayPal

“You get to know the face beyond the resume. It's not Seek, it's not Indeed and it's not us talking to a university. These are real people who are very keen to get started. It's more than a job board. It's more than Indeed can offer us.” - Taylor Janna, Talent Acquisition Partner @ HelloFresh

Are you an employer with great opportunities for early career talent? Post a role now

What early career talent say about Hatch

“Hatch... helped me recognise my desire to work in a role that allowed me to be creative and think about complex ideas in a different and visual way. I came from an accounting background and in all honesty, I didn’t ever think of myself as a creative person.” - Hannah Blencowe

“Hatch helped me figure out what I didn’t want to do with my career. This wasn’t the learning I expected, but it helped me realise how much I missed working in startups and allowed me to develop conviction regarding my career choices.” - Alan Shen

“My Hatch role provided me with my first exposure to the advertising world, which was an industry I was interested in pursuing a career in. I was able to see the workings of a creative agency in real life and I really loved how dynamic and interesting it was. It reassured me that I definitely did want to continue working in advertising.” - Tracy Trieu

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