the framework
MATCHED is a qualification framework for recruiting, developed by Renforza and adapted from MEDDPICC in enterprise sales. It tests both the search and the candidate across seven dimensions, so a placement still holds at day ninety.
why a framework
Enterprise sales has worked with qualification frameworks for decades: MEDDPICC, BANT, SPIN. Recruiting hasn't. It still runs largely on intuition and experience, which is strange, because the stakes are high and the dropout rate is brutal.
The difference is in the nature of the work. A seller controls their product. A recruiter works with people who make their own decisions, on both sides of the table, and who can walk away at any moment. The candidate who takes a counteroffer. The employer who freezes the budget after all. MATCHED was built for exactly that two-sidedness: we qualify the search and the candidate equally hard.
A match is only a match when both sides hold.
the seven dimensions
The name stands for the seven dimensions we test. For each one, here's what we examine on the employer side and on the candidate side.
Why is this role open now, and what does every month of delay cost? We nail down the business case, so we can win candidates over with your real story instead of a generic job ad.
What's the real trigger to move? We separate structural motivation from a bad week at the office. Only people who genuinely want to move make it through this filter.
Who actually decides, and is the budget committed? We map the decision chain, so the process speeds up instead of stalling halfway.
Can this person decide on their own? We check for partner dynamics, financial commitments, and counteroffer risk. So an offer is actually an offer.
Is the target start date realistic given your own interview process? We keep you from losing a top candidate to a slow pipeline.
What's the notice period, and are there parallel processes running? We know where a candidate stands, so we can manage the timing.
What are the three real must-haves? We separate dealbreakers from nice-to-haves, so we're not hunting a unicorn that doesn't exist.
What's truly negotiable and what isn't? Salary, remote, growth. We know the dealbreakers before we propose a match.
Internal candidates, budget freezes, reorganizations. We flag blockers on your side early, so we can work around them or tell you honestly.
Vesting equity, non-competes, a partner with plans of their own. We know the candidate-side risks before you invest time in a process.
What will a successful hire have accomplished after a year? We make expectations explicit, so both sides know what they're signing up for.
What does the candidate expect around growth, management, and balance? We head off the mismatch that leads to a ninety-day exit.
Why would a top candidate pick you over the competition? We help you sharpen your employer value proposition, not just the job ad.
What sets this candidate apart from others with the same CV? That's what we sell to the employer, concrete and substantiated.
what it delivers
Not a stack of CVs, but a handful of people who've cleared a real filter. The employer knows the candidate was vetted as strictly as the search. The candidate knows they're not being parked in the first available seat. And if a dimension doesn't hold on either side, we catch it early, before anyone has sunk time, money, and hope into it.
That's the whole point. Not matching faster. Matching better, so the match still holds at day ninety.
