WEBVTT

NOTE source-sha256 11e9858b1ca66d7060de2a6e166031c9629eaf7d4090df3b8e961b05b8470178

1
00:00:00.000 --> 00:00:03.400
Let's jump right into this explainer.
Today, we're looking at a completely

2
00:00:03.400 --> 00:00:07.400
different way to evaluate professional
work. We are going to explore a highly

3
00:00:07.400 --> 00:00:11.480
restrained, evidence-led approach to
finding talent for genuine W-2 positions.

4
00:00:11.950 --> 00:00:15.070
It's basically a system built from the
ground up to replace guesswork with

5
00:00:15.070 --> 00:00:19.510
verifiable truth. Now, to really grasp
this approach, we gotta talk about the

6
00:00:19.510 --> 00:00:23.670
keyword problem. Current systems
rely so heavily on resumes, right?

7
00:00:23.850 --> 00:00:26.950
And let's be honest, those are just
documents built for compression where

8
00:00:26.950 --> 00:00:29.510
exact phrasing completely
overrides reality.

9
00:00:30.050 --> 00:00:33.630
Think about it. A typical resume might
highlight this incredibly polished claim,

10
00:00:33.930 --> 00:00:37.230
but it totally strips away the source
of that claim, the real conditions

11
00:00:37.230 --> 00:00:41.330
surrounding the work, and the actual
supporting evidence. It literally flattens

12
00:00:41.330 --> 00:00:44.770
deep, complex professional experience
into a cheap game of search engine

13
00:00:44.770 --> 00:00:49.450
optimization. So, this naturally
leads us to a big question.

14
00:00:49.970 --> 00:00:54.470
How can hiring teams move beyond a system
that prioritizes exact phrasing over true

15
00:00:54.470 --> 00:00:58.530
capability? How do we build a process
that actually begins with solid evidence

16
00:00:58.530 --> 00:01:02.030
instead of just, you know, typing keywords
into a search box, pulling up some

17
00:01:02.030 --> 00:01:05.410
anonymous pool of candidates and
arbitrarily ranking people based on

18
00:01:05.410 --> 00:01:10.030
algorithmic guesses? Well, the definitive
answer is a system called Enterprise

19
00:01:10.030 --> 00:01:14.450
Match. And just to be absolutely clear
right off the bat, this is not a wait

20
00:01:14.450 --> 00:01:19.110
list. It's not a stage rollout. Enterprise
Match is fully operational today for

21
00:01:19.110 --> 00:01:21.930
qualified organizations
and genuine W-2 positions.

22
00:01:22.370 --> 00:01:27.190
It is ready right now to completely change
the hiring landscape. Let's look at the

23
00:01:27.190 --> 00:01:32.130
operational path and see how this actually
works in practice. It starts strictly with

24
00:01:32.130 --> 00:01:36.570
verifying the organization rather than
a candidate's search box. It's a total

25
00:01:36.570 --> 00:01:40.750
inversion of the usual process. You don't
start by looking at people, you start by

26
00:01:40.750 --> 00:01:45.170
verifying the organization, and then you
approve the specific position. Only after

27
00:01:45.170 --> 00:01:48.390
that does the system describe the
evidence, which prompts the candidate to

28
00:01:48.390 --> 00:01:52.330
choose whether to share their info, and
finally, the employer decides. It is

29
00:01:52.330 --> 00:01:56.020
highly structured and entirely
position-first. And for this

30
00:01:56.020 --> 00:01:58.640
position-first workflow; the responsible
employer

31
00:01:58.640 --> 00:02:01.560
has to clearly define the parameters right
up front.

32
00:02:01.560 --> 00:02:05.690
When setting this up, you input the exact
work location, assign a designated

33
00:02:05.690 --> 00:02:10.330
responsible human user to oversee the
whole process, and outline the strict

34
00:02:10.330 --> 00:02:14.650
lawful criteria for the role. There's
absolutely no casual browsing through

35
00:02:14.650 --> 00:02:18.790
resumes just to see who's out there. It
forces total clarity and intent from the

36
00:02:18.790 --> 00:02:24.090
employer before any matching even attempts
to happen. Here's the truly crucial point.

37
00:02:24.810 --> 00:02:29.410
The systems report distinguishes supported
evidence, partial support, and evidence

38
00:02:29.410 --> 00:02:32.010
gaps based purely on
those defined criteria.

39
00:02:32.550 --> 00:02:36.750
It takes the candidate's approved evidence
and lays it out directly against the

40
00:02:36.750 --> 00:02:40.650
lawful position requirements you just
defined. It doesn't just give a generic

41
00:02:40.650 --> 00:02:44.470
thumbs up or thumbs down, it meticulously
preserves exactly where the information

42
00:02:44.470 --> 00:02:48.610
came from, which gives the employer a
completely neutral, evidence-aligned view

43
00:02:48.610 --> 00:02:52.490
of the candidate's background. Now,
we need to establish some very clear

44
00:02:52.490 --> 00:02:56.790
boundaries here. This system relies
strictly on verifiable evidence. It does

45
00:02:56.790 --> 00:03:00.370
not score human worth or try to
predict personality. No way.

46
00:03:01.010 --> 00:03:04.850
Enterprise Match will never rank a
candidate's overall value. It doesn't run

47
00:03:04.850 --> 00:03:08.990
some black box algorithm to predict
culture fit, and it absolutely does not

48
00:03:08.990 --> 00:03:12.910
make an automated hiring recommendation.
It merely presents the evidence against

49
00:03:12.910 --> 00:03:17.050
your criteria. The actual judgment,
that's left entirely to humans.

50
00:03:17.670 --> 00:03:21.690
And this brilliantly illustrates the
consent process. It shows that candidate

51
00:03:21.690 --> 00:03:26.370
participation is completely free, totally
voluntary, and requires a deliberate

52
00:03:26.370 --> 00:03:30.570
release for every single specific
role. The platform keeps the candidate

53
00:03:30.570 --> 00:03:34.790
completely in the driver's seat. Before an
employer ever sees a name or phone number,

54
00:03:35.090 --> 00:03:39.230
the candidate is shown the specific
employer and the exact position. Then they

55
00:03:39.230 --> 00:03:42.990
make a deliberate, informed choice to
release their protected identity. There

56
00:03:42.990 --> 00:03:47.270
are no blanket permissions here and zero
hidden background sharing. Let me be

57
00:03:47.270 --> 00:03:51.430
crystal clear on this boundary. The
candidate's full living professional

58
00:03:51.430 --> 00:03:54.730
record never becomes your
company's profile, period.

59
00:03:55.470 --> 00:03:59.330
And payment cannot bypass candidate
consent. It literally doesn't matter how

60
00:03:59.330 --> 00:04:04.030
much a company pays, you cannot buy your
way around a candidate's privacy. Data

61
00:04:04.030 --> 00:04:08.370
protections and jurisdiction controls
hold firm, completely independent of any

62
00:04:08.370 --> 00:04:13.230
financial transaction. So with that strict
privacy boundary established, let's take a

63
00:04:13.230 --> 00:04:17.310
look at the transparent economic plans
available for employer access. There is

64
00:04:17.310 --> 00:04:21.070
zero confusion about what the employer
is actually buying. Everything is based

65
00:04:21.070 --> 00:04:25.070
purely on the number of active approved
positions and the number of consented

66
00:04:25.070 --> 00:04:30.550
candidate reveals. The transparent options
scale super easily from a single 30-day

67
00:04:30.550 --> 00:04:34.770
Position Pass all the way up to the Scale
plan without any hidden fees or weird

68
00:04:34.770 --> 00:04:40.190
obfuscation. So the Position Pass is $995
for one active W-2 position and up to 10

69
00:04:40.190 --> 00:04:44.650
consented reveals. If you're hiring for a
few more roles, the Portfolio plan at

70
00:04:44.650 --> 00:04:49.120
$4,995 a month covers up to 10 positions.
And for larger organizations,

71
00:04:49.120 --> 00:04:53.860
Scale is $14,995 a month for up to 50
active positions.

72
00:04:53.860 --> 00:04:56.090
For both Portfolio and Scale,
you get up to 10

73
00:04:56.090 --> 00:05:00.490
consented candidate reveals per position.
It's incredibly straightforward. Now,

74
00:05:00.530 --> 00:05:04.230
while this platform creates a much more
accountable introduction between employer

75
00:05:04.230 --> 00:05:08.610
and candidate, it is absolutely essential
to remember what it doesn't do.

76
00:05:09.050 --> 00:05:13.290
It is not designed to replace your team's
structured hiring practices or your human

77
00:05:13.290 --> 00:05:17.210
judgment. You still have to do the
work. You still must conduct structured

78
00:05:17.210 --> 00:05:21.190
interviews, perform reference checks,
provide any necessary accommodations, and

79
00:05:21.190 --> 00:05:25.330
follow lawful selection practices. This
tool gives you a rock solid foundation of

80
00:05:25.330 --> 00:05:30.050
truth. It doesn't build the whole house
for you. JPC is also very firm about their

81
00:05:30.050 --> 00:05:34.390
legal and operational boundaries here.
They are not a staffing firm or a hiring

82
00:05:34.390 --> 00:05:38.470
decision maker. That means you retain
complete control and responsibility over

83
00:05:38.470 --> 00:05:42.310
the final hiring outcome. They are
strictly an evidence-aligned introduction

84
00:05:42.310 --> 00:05:45.810
system. They don't guarantee that you'll
get a massive volume of candidates, a

85
00:05:45.810 --> 00:05:49.470
match, an interview, and they certainly
don't guarantee retention once you hire

86
00:05:49.470 --> 00:05:54.150
someone. The human element of hiring
remains entirely on your shoulders. So if

87
00:05:54.150 --> 00:05:58.190
your organization has a genuine open
position and you are ready to finally

88
00:05:58.190 --> 00:06:03.090
leave that keyword problem behind for an
accountable, evidence-first approach, use

89
00:06:03.090 --> 00:06:06.090
this exact path to start
employer access today.

90
00:06:06.090 --> 00:06:11.110
The action is simply to declare “I'm
hiring” by going to

91
00:06:11.110 --> 00:06:14.760
jeffreypaulchamberlain.com/for/hiring.
It's a fascinating look at how

92
00:06:14.760 --> 00:06:17.340
a platform is actively restructuring
the way we

93
00:06:17.340 --> 00:06:19.590
prove and evaluate professional work.
So I'll

94
00:06:19.590 --> 00:06:22.830
leave you with this. If you could build
your next team based strictly on verified

95
00:06:22.830 --> 00:06:26.570
evidence rather than algorithmic guesses,
how would that change your company's

96
00:06:26.570 --> 00:06:27.570
future?