Know what the people on your register can do. Decide which routes into work are real.
EVA is an AI agent that gathers evidence in conversation with each registered jobseeker, joins it to live vacancies and training places, and shows where every finding comes from.
EVA provides evidence and recommendations. Your people make the decisions.
Live within the United Nations and LVMH, across 120+ countries.
Which vacancy, training or support is a realistic next step?
A national target needs local decisions that people can act on. Jobseekers, employers and training providers each hold part of the picture. Start with one sector or region where there are funded services, actual vacancies and a team able to follow a referral through to an outcome.
Connect current skills with real jobs and training places.
Start with a programme and confirmed opportunities.
Define the participant cohort, local role requirements and available training or support. Employer vacancies need an owner, location and current status. Keep statutory eligibility and any local policy requirements under the responsible authority.
Ask about skills, interests and practical needs.
Use scoped conversations to understand examples of work, qualifications, languages, interests and availability. Capture employer requirements separately. Keep what the jobseeker reports separate from a qualification the adviser has checked, and make correction possible.
Review the next step and track what happens.
Compare relevant evidence with a role or learning opportunity, then let advisers review the options with participants. Record acceptance, training completion, job starts and agreed follow-up separately. Refresh after a material change or programme milestone.
See a person's options and the checks still needed.
Review the dated accounts, the checks still open and the person responsible for the next action.
| Person (register) | Evidence | Opportunity (owner · status) | Review still needed |
|---|---|---|---|
| N-042 · Customer operations | Work example and language capability reported (9 Sep) | Customer-operations role · employer confirmed open 18 Sep, three vacancies | Adviser confirms interest, shift needs and role criteria |
| N-086 · Technical maintenance | Practical experience; required qualification not evidenced | Funded training route · provider has no places until January | Adviser checks eligibility; hold, or find another provider |
| N-113 · Returning to work | Prior experience; availability unconfirmed | Adviser-led options conversation | Resolve practical preferences before any referral |
Keep opportunities current and decisions with advisers.
Apply programme rules through the responsible team
EVA does not determine citizenship, benefits, statutory eligibility or the right to work. Apply locally approved rules through authorised reviewers.
Demand must be real
A capability match to an unavailable vacancy has little value. Track employer confirmation and service capacity alongside participant evidence.
Track starts and progress over time
Separate invitation, referral, acceptance and start. Review retention or progression over an agreed period and compare with a credible baseline.
Start in one sector or region.
Bring one sector or region, the register for it, and the employers and providers already in the programme. Agree a cycle that shows what people on the register can do, which vacancies and places were confirmed, which pathways advisers accepted and which starts were recorded. National scaling follows what the local cycle shows.
Proposed application. Delivery, language coverage and connections are agreed in scope.
Capacity mapping and matching at UNDP.
23,000 staff and contractors mapped
Shortlists in under 1 hour with EVA Talent Matching
United Nations Development Programme.
EVA's capacity mapping at UNDP provides context. This page describes a new application for a national employment programme, not a result demonstrated by that deployment.
Does the register produce more starts that last?
Evaluate whether current participant evidence and confirmed demand help advisers find feasible routes into work. Separate accepted pathways, actual starts and sustained employment.
Participation and usable evidence
Measure participation and usable evidence without treating silence as lack of capability.
Accepted pathways
Record participant and adviser agreement to a vacancy, training or support route.
Job starts
Confirm actual starts separately from referrals and interviews.
Retention at six months
Follow up agreed job-start cohorts at six months and record unknown outcomes.
Measures are agreed with you against your baseline; they are not promised results.
- Decision owner
- Employment programme owner at a ministry, public employment service or workforce board answers for participant outcomes.
- Working lead
- Sector or regional delivery lead connects employers and providers in one labour market.
- Review and control partners
- Programme delivery partner runs participation, placement and progression under contract.
Questions before you start.
3 questions to explore
Can this support nationalisation programmes?
Yes, at programme level. A national or sectoral programme can see what registered nationals can do, which vacancies employers have confirmed, and where the gaps are, by role and in aggregate. Who counts toward a target, and every statutory rule, stays with the authority.
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Discuss one employment programme.
Use the call to describe one employment programme, the people involved and what a useful first output would look like. No personal records are needed.