Equivalence
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For Entities

International talent, read in context.

The Equivalent Profile gives your organisation the context it is missing to understand, guide and value the education and experience of people who arrive from other countries.

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For companies, public administrations, NGOs and European consortia.

EQUIVALENT PROFILE · PORTUGAL

Engenheiro/a de ProduçãoCNP 2141

Industrial engineering · Mexico

86% match

EQUIVALENT PROFILE · PORTUGAL

Psicólogo/aCNP 2634

Clinical psychology · Chile

78% match

EQUIVALENT PROFILE · PORTUGAL

Gestor/a de OperaçõesCNP 1219

Operations Manager · Sweden

91% match
Illustrative data

Trusted by

  • Câmara Municipal de Lisboa
  • Unicorn Factory Lisboa
  • Fundação Calouste Gulbenkian
  • Casa do Impacto — Santa Casa da Misericórdia de Lisboa
  • Impact Hub Lisbon
  • Lisbon Project
  • Açúcar Hub
  • Startup Portugal
  • Par — Respostas Sociais
  • Tandem Social
  • Cauces — High Impact Consulting

What we see in organisations.

  • The same job title can tell different stories

    The name of a role, a university or a company says little about what a person studied, did and can bring to another market.

  • Assessing takes weeks

    Comparing credentials by hand costs time and money for every profile.

  • Talent below its level

    Qualified people end up in jobs that do not use what they know.

  • Programmes that are hard to measure

    Without a shared reading, it is hard to guide each person and to show impact.

Europe is looking for talent.

46%of the European SMEs surveyed struggle to find staff with the skills they need.

Eurobarometer · published in 2026

Part of the talent it already has goes unused.

41.4%over-qualification among employed people in the EU with higher education and non-EU citizenship.

Eurostat · 2025 data

For every organisation, a way to use it.

The same Equivalent Profile, used differently depending on who you support and what you need to decide.

  • Companies and HR consultancies

    For companies, HR consultancies and career guidance and employability coaching professionals. Identify the skills of international talent to select candidates, guide careers and develop internal teams.

    What you get

    • Attraction and selection. Widen the pool of candidates you can assess by understanding degrees, job titles and experience from other countries. Prepare sharper interviews based on the roles and skills each profile shows.
    • Internal development. Identify transferable skills that a person's current role may be leaving unused. Explore internal mobility, new projects and training based on what your team can already do.

  • Governments and public administrations

    Get to know the international talent that already lives in your area. Identify what skills residents bring and which ones may be going unused.

    Watch the case: Lisboa Innovation for All · Lisbon City Council and Unicorn Factory Lisboa

    What you get

    Data to guide public policy

    • Map the education, experience and skills of the people taking part in your programmes.
    • Build a structured database and analyse aggregate indicators to detect gaps and unused skills.
    • Use that evidence to design integration policies and prioritise employment and training services.
    • Produce impact reports with aggregate indicators on the reach and results of your programmes.

  • NGOs and social organisations

    If your NGO or association supports people from abroad into work, add the Equivalent Profile as the technology layer of your employability programme.

    Watch the case: Rumo · Lisbon Project Association and Fundação Calouste Gulbenkian

    What you get

    Strengthen your employability programme

    • Give your teams a local, in-context reading of each participant's education, experience and skills.
    • Use the profile in guidance, mentoring and workshops to set pathways and prepare applications.
    • Collect participation and follow-up data to document the programme's results and prepare impact reports.

  • Consortia and European projects

    Use a shared methodology to put careers in context in mobility, employment or skills development programmes.

    What you get

    Common ground between partners

    • Align reading criteria across teams and adapt the references to the destination countries covered.
    • Agree with partners which profiles to serve, how to use the tool and which indicators to track during the programme.
    • Consolidate partners' data and indicators to produce the project's impact reports.

From the first conversation to the first profile.

  1. 01

    We talk

    We understand who you support and what you need to decide.

  2. 02

    We implement

    We set the scope, the countries and the number of profiles. We agree how to bring them into your process and which indicators we will track.

  3. 03

    We deliver the profiles

    Each person receives their Equivalent Profile, reviewed by our team.

  4. 04

    We measure and scale

    We review the results with you and decide the next step.

How the technology works

Scalable solutions for every step of your strategy.

  1. Pilot

    A small group of profiles to prove the value with your team.

    Let's talk

  2. Programme

    Profiles for everyone in a programme or service, over a set period.

    Let's talk

  3. Partnership

    Equivalence as a partner in projects, calls and consortia.

    Let's talk
  • Lisboa Innovation For All, by Unicorn Factory LisboaWinnerIntegration of MigrantsLisboa Innovation For All 2024 – 2025

Different expressions that share the same value.

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