Meet the person
behind the CV.
Discover talent beyond familiar backgrounds. See skills in action. Make your next hiring decision with an Evidence Passport you can actually interrogate.
Explore the methodMaya R.
From customer complaints → operations analystSee the evidence behind the assessment
Observed in a work simulation: identified conflicting records and requested missing transaction history before recommending a resolution.
Next interview probe: “What would make you escalate this case immediately?”
Four steps.
Something tangible at each one.
Explore the example outputs below. Every person, assessment and outcome shown is fictional.
Define what great looks like.
Start with the work, the difficult decisions and the moments that distinguish strong performance. Refine a baseline skills framework with hiring managers and people doing the role.
Your output: a role success profile with clear proficiency expectations.
Example inputs: manager interviews, performer interviews and observed work tasks.
Look where your filters don’t.
Translate the role into capabilities, then explore where else people develop them. Adjacent roles, different industries and early-career pathways become places to investigate.
Your output: a sourcing map that explains why each talent pool is worth exploring.
Put capability on the page.
Use structured questions and realistic work simulations to see how candidates approach the job. Bring their evidence, assessment conditions and open questions together in an Evidence Passport.
Your output: individual passports, a comparable shortlist and focused interview probes.
| Role skill | Maya | Arjun | Leah |
|---|---|---|---|
| Investigation | Meets | Meets | Explore |
| Communication | Meets | Explore | Meets |
| Escalation | Explore | Meets | Not assessed |
Inside the work simulation
A disputed transaction. Conflicting records. An approaching deadline. What would you investigate, decide and escalate?
Observe the candidate’s response. Capture the rationale. Assess against a defined rubric.
“Meets” applies to the example evidence reviewed. It is not a guarantee of job performance. Missing evidence is not evidence of missing ability.
Make every hire a learning opportunity.
Around six months after joining, revisit the evidence alongside workplace feedback. Explore which signals held up, which gaps were trainable and what the selection process missed.
Your output: a reviewed skills profile and specific changes to the next hiring cycle.
Add a competing-priorities scenario and review whether it provides useful evidence.
Consider onboarding, manager support and work allocation. A single review suggests questions to test; it does not establish predictive validity.
One hard-to-fill role.
A clearer way forward.
Our starting offer is a focused discovery engagement. We work with your team to understand the hiring problem and design the next practical step.
Discuss a discovery engagement- Identify the role and the hiring friction.
- Refine what candidates need to demonstrate.
- Map sourcing and assessment opportunities.
- Recommend a pilot, custom solution or existing tools.
Evidence Passports, work simulations and the employer workflow are being prototyped with employer input. The examples above show the intended experience, not a live hiring service or proven client results.