Where do the resumes come from?

The resume and staff records you keep in MERIT, including resumes carried over from past proposals. As the library grows the matching gets more useful, and the same records support the next pursuit.

How does MERIT decide a person is a fit?

It compares what the labor category names — education, years of experience, certifications, clearance, and relevant domain work — against the record, and shows which requirements are met, partly met, or missing.

What happens to categories we cannot staff?

They are marked as gaps and can go to recruiting with the exact specification, or to partner matching as a defined teaming ask. The gap stays visible on the pursuit until it is closed.

Staffing & Resume Matching

Know who you can name before you promise the labor categories.

MERIT reads the labor categories out of a solicitation, matches them against the people and resumes you already have, and marks where coverage is thin — with the qualifications, clearances, and experience behind every match shown.

What changes

Coverage gaps appear during capture, not during proposal writing.
Resumes are matched on the qualifications the requirement names.
Recruiting starts with a specific role, not a general worry.

The staffing answer arrives after the bid decision.

Labor categories are read carefully during proposal writing and skimmed during capture. That order is backwards: by the time someone works out that two key positions have no named candidate, the bid is committed and the clock is short.

Meanwhile the resumes exist. They are in a shared drive, in an old proposal, in someone's inbox — findable in principle, and not findable in the week you need them.

Found too late: Coverage gaps surface during writing, when the options have narrowed.
Resumes scattered: Qualifying experience sits in past proposals and personal folders.
Fit by memory: Matching depends on who remembers what a colleague worked on.

Every match shows its reasoning.

MERIT pulls the education, years of experience, certifications, and clearance each position requires, then compares them against your staff records and resume library. A match is never a score on its own: it names which requirements the person meets, which they partly meet, and which they miss.

A partial match stays a partial match. Positions with no credible candidate are marked as gaps and stay visible on the pursuit until someone closes them — by naming a person, recruiting against the specification, or handing the category to a teaming partner as a defined ask.

Name the key personnel: Lock the positions where you have a credible, evidenced candidate.
Recruit against a spec: Give recruiting the exact qualifications the requirement calls for.
Team on the rest: Hand the remaining categories to partner matching as a defined ask.

Questions teams ask

Where do the resumes come from?: The resume and staff records you keep in MERIT, including resumes carried over from past proposals. As the library grows the matching gets more useful, and the same records support the next pursuit.
How does MERIT decide a person is a fit?: It compares what the labor category names — education, years of experience, certifications, clearance, and relevant domain work — against the record, and shows which requirements are met, partly met, or missing.
What happens to categories we cannot staff?: They are marked as gaps and can go to recruiting with the exact specification, or to partner matching as a defined teaming ask. The gap stays visible on the pursuit until it is closed.