Staying Power

Match score tells you who can do the job. Staying Power tells you who’ll stay.

A retention-and-fit score built from signals the match score doesn’t use — salary position, career direction, headroom and genuine skills fit — so you back the candidates who’ll still be thriving in eighteen months.

Try It Free Back to the recruiter platform

The match score asks

“Can this person do the job?”

Skills, experience and semantic fit against the role. Brilliant at finding capable people — but it can’t tell you whether they’ll actually take it and stay.

Staying Power asks

“Will this person stay and thrive?”

Built deliberately from factors the match score never uses — so it tells you something genuinely new: which of your strong matches are also a durable bet.

At a glance

A 0–100 score and a one-word verdict.

Staying Power sits right beside the match score on the match list, the candidate profile and the Smart Match Profile — a clear donut with the score and a verdict, so you can spot the durable bets instantly. Higher is always better.

Strong Moderate Lower

Shown on the match list, profile and Smart Match Profile
0–100, higher is better — no alarmist framing
A friendly “–” when there’s not enough to score yet, never a misleading number

describe.me Staying Power — a 0 to 100 retention-and-fit donut score with a Strong, Moderate or Lower verdict shown beside the match score

Staying Power donut & verdict
Preview coming soon

Transparent & defensible

Every score comes with its reasons.

No black box. Open any candidate and see the factor breakdown — each factor with its own sub-score and a short, plain reason — so the number is transparent, explainable, and ready for a hiring-manager conversation.

Four factors, each with a sub-score and a reason
See exactly why the score is what it is
Defensible in a hiring-manager conversation
No tenure history, age, or anything off-limits

describe.me Staying Power — factor breakdown showing each of the four contributing factors with a sub-score and a short plain-English reason

Factor breakdown
Preview coming soon

The four factors

Built from signals the match score never sees.

Four orthogonal factors the match score deliberately doesn’t use — which is exactly why the two scores together are more useful than either alone.

Market salary position

Does the role pay at or above market — so the person won’t be easily poached six months in?

Career-goal alignment

Is this role a genuine step toward the candidate’s stated goal — or a sideways or backward move?

Salary headroom

Does the role pay meaningfully above the candidate’s own target, leaving room to grow into it?

Skills utilisation

A genuine fit with room to grow — not an over-stretch, and not an over-qualification that will quickly bore.

That’s why a candidate can be a 95% match but a low Staying Power — overqualified, or the role pays under market.

The two scores together catch what either one alone would miss. Spend your reveals on the people who are strong and likely to stay.

Reduce post-placement churn before it starts.

Spot under-market roles, backward steps and over-qualification up front — not three months after the offer.

0–100 Higher is better

4 Factors the match score never sees

100% Every score, explained

Designed to be fair: Staying Power is computed from role and market fit and the candidate’s own stated aspirations — never from tenure history, age, or anything that could proxy a protected characteristic. It’s a deliberate UK Equality Act safeguard: this is about fit and motivation, not “loyalty type” or job-hopper labelling. It’s indicative guidance to help you prioritise, not a hiring decision, and it scores new and re-run matches.

Back the candidates who’ll stay.

Free to sign up. Every match comes with a Staying Power score — so you hire for the long term, not just the interview.

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