As an actor linking supply and demand for labour, the public employment service offers skills training to enhance the employability of its target audience. This article looks at the recruitment stage for such training, exploring how institutions objectivise their assessment of what constitutes a "good" training project. To this end, a range of instruments, information materials and assessment schemes frame and determine the activity of psychologists in charge of recruitment. Ultimately, their work must accommodate occasionally divergent or even contradictory approaches, while attempting to preserve their professional room for manoeuvre. The co-design of training projects, with beneficiaries, appears to be the main issue in following these approaches, whose co-existence is a source of tension for the psychologist.