Clive
Most "matching" is a keyword search wearing a lab coat. Clive's matching starts somewhere different: a real conversation about what a graduate actually wants, compared against a live picture of everything the UK market actually has.
Clive builds each profile from a proper conversation. Around twenty minutes on what they're good at, what they enjoy, and what they want their first job to do for them, anchored by the hard facts: degree, university, grad year, locations, salary floor, visa needs. It's a picture of what "right" looks like for one person, and it sharpens every time they react to a match.
Clive watches every UK company over 50 employees through their own careers pages: the famous schemes and the brilliant ones nobody's heard of. Openings, closings, quiet reposts. The database is live, not a directory somebody updates when they remember.
Anything that fails a graduate's basics is gone before they ever see it: wrong location, salary below their floor, no visa sponsorship when they need it. No "great opportunity, wrong continent".
What survives the filters is weighed against the full profile: the subject, the working style, the ambitions, the bits of their background a role would actually use. Not keyword overlap. Whether this person, in this role, makes sense.
Every match ships with its reasons: the salary, the location maths, the part of their story it plays to. Graduates push back (more of this, less of that) and the matching learns. A match Clive can't explain is a match he doesn't send.
Money doesn't move a role up anyone's matches. Sponsored roles exist, are always labelled, and still have to genuinely fit. See the sponsored roles policy.
The conversation is the point. Two graduates with identical CVs can want completely different lives.
Clive matches, explains, and preps. The graduate applies themselves, on the employer's own site.
Why should employers care? Because precision beats volume in both directions. Graduates see a handful of roles that genuinely fit instead of a wall of noise. So when your role reaches someone, it arrives with credibility, and the applications that come back are from people who knew exactly why they were applying.