One person's data,
until it meets the right job
Find the right candidates, precisely.
Hire faster. Keep them longer.
Jobility connects three streams of data
into one matching and retention flow.
Job & skills data
Job-fit analysis reflecting experience, technical skills, and 15 disability types
Workplace data
Accessibility built on 6,400+ facility records from the Ministry of Employment and Labor API
Retention data
First-90-day adaptation, stress indicators, and attrition risk signals
From candidate profile
to recommendation.
Documents become data
OCR extracts text from resumes and cover letters, then structures the job, experience, and disability-related information.
15 types, scored 0–100
Jobility predicts job fit across 15 disability types and normalizes every candidate to a 0–100 score for fair comparison.
The match — and the why
XGBoost-based prediction with XAI visualization shows the best-fit candidates and the factors behind each recommendation.
Hiring is the start, not the end
A 90-day adaptation analysis with weekly check-ins shows how each new hire is settling in.
Never miss a retention signal
Changes detected in check-ins alert HR, and Microsoft Teams integration supports on-the-ground follow-up.
Person-job fit,
compared with data.
Source: Jobility product materials (CES). Detailed technical figures are available in our technical and IR materials.
Who we recommend matters.
Why matters just as much.
Beyond the result itself, you see the key factors that shaped each candidate's evaluation.
From Matching to Retention.
Jobility's use of data doesn't stop at the hiring recommendation.
Early-adaptation and tenure data flow into managing employment that lasts.
Retention Prediction
Predicts how likely each hire is to stay
90-Day Analysis
Analyzes adaptation over the first 90 days
Risk Detection
Flags attrition risk from stress indicators
HR Guidance
Response guidance for each situation
One less system
to learn.
Jobility's retention features connect to the work tools companies already use.
HR teams can use Jobility inside their existing tools — no separate system build required.
We handle data with care.
Disability-related information is among the most sensitive personal data there is.
Jobility collects and uses data by four principles.
Sensitive by Default
Disability-related information is classified as sensitive data and collected only with separate, explicit consent.
Purpose-Bound
Data is used only for matching, onboarding, and retention management — never shared with third parties beyond the scope of consent.
Minimal & Pseudonymous
We collect only what's necessary. Model training and statistical analysis use pseudonymized, de-identified data.
Human in the Loop
AI suggests candidates and explains why. The final hiring decision is always made by a person.