People Finder

People Finder helps you find colleagues by skills, capabilities, or natural language. It uses AI to match your query to profiles and shows match scores so you can choose who to contact for help, staffing, or collaboration.

Why Use People Finder?

• Staff a project — Find people with the right skills (e.g. “React and API design”).
• Get help — Locate someone who can mentor or pair on a topic.
• Form a team — Discover who has experience in a capability area.
• Explore — See how skills are distributed across your organization.

How Search Works

People Finder uses:

• Skills — Self-assessed and verified skills and levels.
• Capabilities — Broader capability areas (e.g. “Frontend,” “Data”).
• Profile data — Role, interests, and other attributes your org exposes.

AI matches your query (keywords or natural language) to these signals and ranks people by relevance.

Searching by Skill or Capability

1. Go to People Finder (from the main nav or search).
2. Enter a query — e.g. “React,” “Python,” “system design,” “data visualization.”
3. Refine — Use filters if available (e.g. skill level, department, location).
4. Review results — People are listed with match scores (e.g. 85%, 72%). Higher usually means a stronger fit.
5. Open a profile — Click a person to see their skills, level, projects, and contact options.

You can combine terms: “React level 4” or “backend and security” to narrow results.

Match Scores

Match score (often a percentage) indicates how well a person’s profile matches your query. It’s based on:

• Skill/capability match — Do they have the skills or capabilities you asked for?
• Level — Higher levels may increase the score when you ask for expertise.
• Recency — Recently assessed or verified skills may rank higher.
• Other signals — Role, interests, or projects can influence ranking.

Use the score as a guide, then read the profile to confirm fit.

Viewing Profiles

From search results, click a person to open their profile. You may see:

• Skills — Listed skills and levels (and whether they’re verified).
• Interests — What they want to learn or grow in.
• Projects — Current or recent projects (if visible).
• Contact — How to reach them (e.g. message, email), depending on permissions.

Use the profile to decide whether to invite them to a project, ask for help, or send recognition.

Tip: If your own profile is missing skills or interests, add them so you appear in relevant People Finder results.

Natural Language Queries

You can search in plain language instead of only keywords. Examples:

• “Who knows Java and Spring?”
• “Find someone who can help with DevOps and AWS.”
• “People with experience in machine learning.”

The system interprets the query and returns ranked results. If results aren’t what you expect, try rephrasing or using more specific skill names.

How Data Feeds Into Search

People Finder results get better as more data enters the system. Your search profile is automatically kept up to date when:

• You assess or update your skills (self-assessment, verification, onboarding).
• You update interests in your growth settings.
• Your admin runs an integration sync (e.g. GitHub, Deel, Resource Guru) that updates your profile data.
• Your admin bulk-imports skills, capabilities, or persons.
• You upload a CV during onboarding (AI extracts skills and indexes them).
• You update your profile (bio, location, title changes).

All of these actions generate or refresh AI embeddings behind the scenes, ensuring People Finder returns the most relevant and current results.

Tips for Better Results

• Be specific — “React 18 and TypeScript” often works better than “frontend.”
• Try capability names — If your org uses capabilities (e.g. “Frontend development”), use those terms.
• Use the AI Assistant — Ask “Who can help with X?” in the AI Assistant for a conversational way to find people (see AI Assistant).

Tip: People Finder respects permissions. You see only people and data you’re allowed to see under your organization’s rules.