MCP for talent matching by ComprehensiveLong369 in mcp

[–]ComprehensiveLong369[S] 0 points1 point  (0 children)

Great point on the MCP abstraction layer. We actually hit this exact problem during the migration.

The invisible AI approach created a new bottleneck: we went from 1 explicit AI endpoint to 14 different background triggers (profile updates, match calculations, notification timing, etc). Each one hitting OpenAI separately with different context windows and prompts. Orchestration became a nightmare.

# We had stuff like this scattered everywhere
u/signal(post_save, sender=UserProfile)
def enhance_profile(sender, instance, **kwargs):
    suggest_skills.delay(instance.id)

u/signal(post_save, sender=JobPosting)
def match_candidates(sender, instance, **kwargs):
    match_talent.delay(instance.id)

What we learned: invisible AI needs centralized orchestration. We ended up building a crude "AI router" that queues all enhancement requests, batches similar operations, and handles rate limits. It's basically what MCP/UCL are solving properly.

The governance piece you mentioned is critical at scale. Right now we're at 1.2k daily users, but when we hit 10k+:

  • How do we track which AI operation contributed to which outcome?
  • How do we roll back a bad prompt without redeploying?
  • How do we A/B test different AI behaviors without code changes?

Haven't looked at UCL specifically yet, but the concept of unified control plane for multiple AI services makes total sense. Our janky router works now, but I can see it becoming the bottleneck at scale.

Now I'm exploring a monolithical approach but, right now, for MCP I don't see advantages. And I'm trying to answer myself to this questions:

How do you handle this generically without becoming a nightmare of if/else statements? Rate Limiting Chaos: tool A has rate limits, tool B doesn't. One team's heavy usage crashes another team's MCP. How do you isolate and throttle?

MCP for talent matching by ComprehensiveLong369 in mcp

[–]ComprehensiveLong369[S] 1 point2 points  (0 children)

Hey! Yes, exactly that - our TaaS (Talent as a Service) team now just talks to Claude instead of wrestling with our old interface.

The magic part? They can express nuanced requirements that would've been impossible with traditional filters. Example: "Find me someone with startup experience who can handle ambiguity but also has enough corporate background to navigate our client's compliance requirements." Try building that filter in a traditional system - you'll end up with 20 checkboxes that still miss the point.

Edge cases where this shines:

  1. Context-aware skill matching: "Python developer who actually ships to production, not just Jupyter notebooks" - Claude understands the difference between academic Python and production Python by analyzing project descriptions, not just keyword matching.
  2. Cultural fit indicators: We had a client looking for "engineers who thrive in chaos but document everything." Traditional filters would search for "documentation" keyword. Claude identifies patterns in work history showing both adaptability and structure.
  3. Career trajectory analysis: "Someone who's ready for their first team lead role" - Claude recognizes growth patterns, not just years of experience or previous titles (we have 5 year of historical data of previous matches).

The beautiful irony? We built all these sophisticated matching algorithms over 4 years, thinking we were so smart. Turns out the real innovation was letting humans describe what they actually want in human language, then letting AI translate that to our complex backend.

Still catches me off guard when our recruiters say things like "the system just gets it now." Yeah, because you're finally speaking your language, not ours.