Real project challenges
Candidates submit actual code, designs, or work samples, not a resume claim.
Proof of Work: Hire for What People Can Do
Resumes lie. Portfolios don't. Let candidates prove their abilities with real projects, code, designs, and outcomes—not just credentials.
Built for teams running proof of work for talent decisions at scale
See it in action
Structured evaluation
Submissions are assessed against explicit, role-relevant criteria.
Faster, fairer decisions
Evaluate ability directly instead of inferring it from credentials.
Inbox
Data
Skills
Work
Upskilling workflow
Coverage
82%
Open gaps
14
Plans
39
Recommended path
1Map role needs
2Match adjacent skills
3Assign learning actions
See capability, not just history
The best engineer you'll ever meet might not have a Stanford degree. They have a GitHub history that tells you exactly what they can build. Proof of Work lets that speak for itself.
Candidates share portfolios, GitHub repos, case studies, and measurable outcomes
Validate skills through real work artifacts—not hypothetical interview questions
Anonymous evaluation removes bias and focuses attention on merit
Direct integrations with GitHub, Behance, Dribbble, and custom uploads
Built for how HR teams actually work
Credentials don’t predict performance
A portfolio of real work is a better signal than a job title on a resume.
Fair by design
Every submission is judged against the same explicit criteria.
Faster than a full interview loop
See proof of capability before committing to a lengthy process.
How it fits into your workflow
Every role, evaluated on real work
From code reviews to design critiques—hire based on demonstrated ability, not interview performance.
Engineering
Review actual code. See open-source contributions. Evaluate architecture decisions from real projects—not whiteboard exercises.
Design & creative
Browse portfolios from Behance and Dribbble. Read case studies with before/after metrics. See the work, not just the presentation.
Product management
Evaluate real PRDs, feature specs, and launch retrospectives. See how candidates think through product problems.
Marketing & content
Review campaigns with actual results. Read writing samples. See content portfolios with engagement metrics attached.
Data & analytics
Explore analysis notebooks, SQL queries, and dashboards. See how candidates approach real data problems.
Hire skills, not stories
Stop asking candidates to describe what they've done. Start seeing it for yourself.
Bias-aware review
Anonymous review means evaluators see work quality—not names, schools, or photos. Pure merit.
Reduce mis-hires by half
When you see real work before extending an offer, surprises after day one become rare.
Screen faster, screen better
Portfolio review beats resume parsing and phone screens. Get to the good candidates quickly.
Help great candidates shine
Top performers finally get a chance to stand out. No more lost in a pile of identical resumes.
Build a skills-first culture
Signal to the market that you care about what people can do—not where they went to school.
Defensible and fair
Structured rubrics create audit trails. Every hiring decision backed by documented evaluation.
From portfolio to offer letter
Skills-validated hiring in three straightforward steps.
1
Candidates showcase their work
Link GitHub, Behance, Dribbble, or upload custom samples. Add context: what was the challenge, what was the outcome, what was learned.
2
Evaluators review anonymously
Hiring teams score work against structured rubrics. No names, no schools, no photos—just work quality and demonstrated skill.
3
Agents prepare the evidence for review
Analyze technical depth, creativity, and impact against the rubric, then let accountable hiring stakeholders make the shortlist decision.
Ready to hire for real skills?
Evaluate candidates on demonstrated work and reviewable evidence, not just what a resume claims.