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Jeffrey Paul Chamberlain
Account

Enterprise Match / Employers

Start with the position. Keep the hiring decision human.

The Employer experience begins with a verified organization and a genuine W-2 position, then describes Candidate-approved evidence against the exact position criteria.

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How Enterprise Match Maps Evidence to Roles

A short explanation of position-first, scoreless evidence mapping and the human hiring-decision boundary. Duration: 1 minute 25 seconds.

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Automated Employer qualification

Use a separate Employer account with a verified business-domain email. Provide the legal entity name and state, a public-registry identifier, your name and title, and an authority attestation.

  • • No EIN, Social Security number, government ID, or document upload is requested.
  • • Objective checks admit complete, consistent submissions automatically.
  • • A failed check returns a specific correction or exception status in the Employer dashboard.

Start with a genuine W-2 position

Provide the position title, lawful criteria, compensation, work location, and the legal W-2 Employer. Position and jurisdiction controls are checked before matching or purchasing.

Choose the plan that fits

Position Pass, Portfolio, and Scale are the defined Employer plans. Sign in or create an account to see pricing, activate Employer access, and submit open positions.

Human decision boundary

JPC does not make the hiring decision.

  • • The Employer evaluates the evidence.
  • • The Employer decides whether to contact, interview, or hire.
  • • No plan guarantees Candidate volume, contact, interview, hire, retention, or outcome.

Get started

Get started as an EmployerSign in to Employer access

Already have a separate Employer account? Sign in and the automated qualification path will show the next exact requirement.

Price, audience, and how to start

Price and question answers last updated:

Enterprise Match for Employers. Information for Employers about Position Pass, Portfolio, Scale, organization qualification, evidence, consent, and hiring-decision boundaries.

Price and unit

  • Position Pass: Available to authorized company representatives (Exact pricing appears after verified organization admission)
  • Portfolio: Available to authorized company representatives (Exact pricing appears after verified organization admission)
  • Scale: Available to authorized company representatives (Exact pricing appears after verified organization admission)

Who it is for

Employers with genuine open W-2 positions and a responsible, authorized person who will use the information for a lawful employment purpose. Plan audience: Verified direct employers and authorized staffing firms.

What is included and what is not

Position Pass

Included

  • One verified active position path after organization qualification
  • Limits: One active approved position · Up to 10 consented candidate reveals · 30 days

Not included

  • Payment never guarantees a match, reveal, interview, placement, or hire

Portfolio

Included

  • Portfolio-level position access after organization qualification
  • Limits: Up to 10 active approved positions · Up to 10 consented candidate reveals per position

Not included

  • Payment never guarantees a match, reveal, interview, placement, or hire

Scale

Included

  • Scale-level position access after organization qualification
  • Limits: Up to 50 active approved positions · Up to 10 consented candidate reveals per position

Not included

  • No custom ATS, SSO, or custom workflow integration in the base tier
  • Payment never guarantees a match, reveal, interview, placement, or hire

How Enterprise Match works for an Employer

  1. An Employer and position qualify. A separate signed-in Employer account supplies verified business-domain identity, legal-entity and representative facts, authority attestation, and a genuine W-2 position. Objective checks admit complete submissions automatically and return correction or exception reasons when a check fails.
  2. A scoreless match creates a notice. Binary qualification predicates can create a Candidate–customer–legal-employer–position–version pair without scores, ranks, top-k ordering, preference weighting, or speed weighting.
  3. The Candidate authorizes that position. The Candidate receives the specific customer, legal Employer, position, version, compensation, location, and applicable forms before a deliberate choice. No customized Candidate Summary exists before authorization.
  4. Evidence is described and presented. After authorization, a Candidate Summary states the source status for each position criterion without predicting a person. Fixed 24-hour cycles produce random nonrepeating blocks of up to 20; browsing consumes no reveal.
  5. Identity and contact require fresh gates. The same position authorization covers the related reveal. Consent, Candidate freshness, jurisdiction, rights holds, Employer certification, position status, Summary integrity, and the position ledger are checked atomically. A stated limit of 10 successful reveals per paid position. Only a successful furnishing counts toward that limit.
  6. The Employer decides. JPC does not make or promise an interview, hiring, retention, or employment outcome.

Questions to answer before you buy

What does Enterprise Match cost for an Employer?

Employer plan pricing: Available to authorized company representatives. Employer plans begin behind organization admission; exact pricing appears after verified organization admission. Candidate participation is free.

Who is Enterprise Match for?

Employers with genuine open W-2 positions and a responsible, authorized person who will use the information for a lawful employment purpose. Verified direct employers and authorized staffing firms.

We screen résumés today. What changes?

Résumé screening can hide relevant work while keyword filters create false confidence and strip away evidence, context, and Candidate choice. Use a position-specific, evidence-led process with organization verification, jurisdiction checks, Candidate consent, and clear human responsibility.

What if my priority is Candidate volume or a guaranteed hire?

JPC does not promise Candidate volume, quality, contact, interview, hire, retention, or business results. The Employer—not JPC—defines lawful criteria and makes every interview and hiring decision. Payment never changes Candidate treatment, evidence requirements, or consent and release controls.

How long does a plan last, and where is Enterprise Match available?

Position Pass: Employer access for one verified active W-2 position during a 30-day access window. Position Pass limits: One active approved position · Up to 10 consented candidate reveals · 30 days. Portfolio limits: Up to 10 active approved positions · Up to 10 consented candidate reveals per position. Scale limits: Up to 50 active approved positions · Up to 10 consented candidate reveals per position. Enterprise Match is not currently available in Massachusetts, New Jersey, New York, Hawaii, Louisiana, Nevada, South Carolina, Utah, West Virginia, Maine, Maryland, or the District of Columbia.

Does Enterprise Match need a Candidate’s consent?

Candidate participation in Enterprise Match is free and voluntary. Candidate and Company identities remain protected until the Candidate reviews the specific position, gives position-specific consent, and all required release conditions are met. A withdrawal stops future Enterprise Match participation immediately.

Who can see a Candidate’s information?

The public site may explain the program, but it does not publish private Candidate Records, Employer records, applications, reports, or identity releases. For an authorized position, a verified Customer may receive a validated identity-protected Candidate Summary if randomly selected for a non-repeating block. After a successful authorized reveal request and revalidation, the Customer may receive the candidate-approved identity and contact information. Before identity or contact reveal, JPC uses pseudonymous keys and suppresses direct contact information, names, photographs, precise location, unique narratives, and other high re-identification signals. JPC does not sell candidate identity or charge candidates for referral or placement. Other disclosures under the policy: Service providers and processors for hosting, security, communications, payment, support, analytics, AI assistance, audit, and professional services under contract. Professional advisers, auditors, insurers, law enforcement, regulators, courts, and transaction counterparties when legally appropriate.

The privacy answers use the wording of the Privacy Policy, which controls.