How Nevajobs matching works

“Match” is an indicative score (0–100) estimating fit between a candidate’s declared profile and a job’s requirements. It helps rank and prioritise; it does not alone decide a hire and does not replace the employer’s human judgement.

Nevajobs is not the employer: contacting, interviewing and hiring decisions always belong to the employer user.

The rules engine (main score) uses data you or the employer provide on the platform, including:

• Target role / trade and job category. • Sport modality or discipline where relevant (e.g. ski vs snowboard). • Declared languages and levels if present. • EU / Andorra work authorisation when the job zone requires it. • Current resort and preferred resorts. • Immediate availability. • Housing, couples or group preferences vs what the job states. • Experience (seasons, declared work history) and declared/verified qualifications. • Role-relevant technical tags when present. • Reliability signals from profile/history on the platform — not biometric traits.

Auxiliary AI (Vertex AI / Gemini) may draft jobs, parse CVs, screen application text or explain a score already computed. Those features run on text you submit; they do not replace the rules engine as the source of the primary score.

• Role / category / discipline fit: hard gate. Incompatible roles (e.g. kitchen vs instructor) score 0 and are not treated as a match. • Languages: add points by coverage and level; missing most required languages is a blocker. • Work permit, resort, availability, housing, couples/groups, experience and qualifications add or subtract points by fit. • Scores are calibrated so saturated profiles do not all clamp at 100. • Qualification equivalents (e.g. BASI 3 vs TD2) are a hiring heuristic: not official homologation or legal recognition (Directive 2005/36, Carte Pro, Eurotest). The percentage does not certify a title.

Current product thresholds (indicative): • Ready to contact (employers): from ~60, with no hard blockers and no listo gaps (related-only role, critical unknowns, etc.). The percentage is shown; the employer decides. • ~75 (no blockers): strong match in the UI and the candidate instant-alert bar. Daily employer alerts use the “ready” rule, not this 75. • ~65: “good” recommendations on the candidate panel. • ~60: apply floor and soft suggestions when few strong fits exist.

Thresholds may change; this page is updated when material changes ship.

A low score or hard blocker may:

• Hide or de-prioritise a profile in “recommended” lists / proactive alerts. • Show the score as N/A or zero on role incompatibility.

It does not delete the account or automatically ban applying to every job. Employers may still browse talent with available tools; candidates can fix their profile to improve fit. Contact decisions remain human and employer-side.

Nevajobs does not take solely automated decisions with legal or similarly significant effects on an employment relationship (hiring, formal job rejection or pay terms). Match is a prioritisation aid.

The employer decides unlocks, interviews and hires. The candidate decides applications and acceptances. Nevajobs staff may moderate content or accounts for abuse, fraud or security, with human involvement.

The auxiliary screening score (0–100) an employer may see is not a hiring decision. Automatic intro-video moderation decides publication and the season highlight; you can request a human review from the rejected-intro notice in your profile; the request is recorded and we reply by email.

The compatibility scoring engine does not use:

• Video analysis, accent, tone of voice, apparent age, face, profile photo or biometric traits to compute the score. • Ethnicity, religion, sexual orientation, disability or other special-category signals as matching features.

The intro video and photo may be shown to employers for human review (e.g. spoken language). We do not analyse video content to score.

Having an approved intro video (human-reviewed moderation) may add a fixed verified-interest bonus to the match percentage. That bonus cannot rescue a hard-requirement reject (language, role, dates, work permit, etc.).

Seasonal highlight for an approved intro is visibility at the resort. An employer's radar only shows people who said they are there and can start now. It is separate from the point bonus.

Matching is built around objective job criteria stated in the listing (languages, role, availability, zone, certificates, etc.). Employers must post non-discriminatory jobs and comply with applicable equality law.

If you see discriminatory use of the platform or a match outcome you believe is biased due to wrong data, email info@nevajobs.eu. We will investigate and, where appropriate, correct data, adjust logic or act on accounts.

Edit your candidate or employer profile anytime (roles, languages, resorts, experience, qualifications, availability, etc.). Match recalculates from updated data.

If AI-extracted data (e.g. CV parse) is wrong, correct it manually in the profile — what you confirm prevails.

For formal GDPR rectification, email info@nevajobs.eu.

• Product / matching: info@nevajobs.eu (describe the job or profile, the score you saw and why it seems wrong). • GDPR rights: info@nevajobs.eu. • Supervisory authority: in Spain, AEPD (www.aepd.es). Elsewhere in the EEA, your local authority.

See also Privacy Policy: /legal/privacy

For auxiliary AI (not the core rules score) we may use Google Vertex AI / Gemini as a processor on content you submit. Details in /legal/privacy (recipients and transfers).

Nevajobs keeps an internal technical file of these systems under the EU AI Act. That file is product documentation; it is not an EU declaration of conformity. Hiring decisions stay with the employer. Human review: info@nevajobs.eu.