Can we set custom matching rules per business unit for candidate rediscovery?

Yes, most enterprise rediscovery platforms allow you to configure matching criteria and filters at the business unit level. Different divisions often hire for various skill sets, locations, and experience requirements, even when using the same underlying platform. This approach enables each business unit to tailor searches to its specific hiring needs instead of applying one generic configuration across the organization.

Business-unit customization typically uses the same core mechanisms available at the individual job level. Job requirements define the primary matching criteria, while post-match filters narrow results by location, experience level, notice period, and salary range based on what each business unit's roles usually require.

For example, a technology division hiring globally might focus heavily on remote-work filters, while a manufacturing division hiring locally might prioritize commute radius more.

Rediscovery tools like Skima AI support this by combining per-job matching criteria with filterable results. This is applied consistently, regardless of whether the requisition comes from one business unit or another. Since the underlying matching model remains the same across the organization, results are comparable across business units, even as each division applies its own filters.

One important limitation to understand is that most platforms allow you to filter and scope results per business unit. Still, they do not let you fundamentally change how the core scoring algorithm values skills, experience, and location differently for one division compared to another.

If a vendor claims this level of algorithmic customization per business unit, ask for a concrete example of how that affects actual match outcomes before assuming it works as described.