Earlier
Weak fits exit the funnel sooner
Capability gaps show up in work product — before they consume interview weeks.
Resumes are guesses. Proof is certainty.
Most interview hours go to candidates who have never shown how they think through the work. Proof AI is a competency work sample — not a replacement for interviews. From your job description it builds a realistic simulation with on-screen materials, then returns a rubric-scored report so you see how someone works before you spend calendar on them.
One free sample per account. Need more? See pricing.
Maya ChenCandidate competency profile
See how candidates think through the workCompetency signal — not an interview replacementFrontier AI models + structured evaluation rubricsWorks beside the ATS you already useRubric scores tied to observed output
See how candidates think through the workCompetency signal — not an interview replacementFrontier AI models + structured evaluation rubricsWorks beside the ATS you already useRubric scores tied to observed outputSee how candidates think through the workCompetency signal — not an interview replacementFrontier AI models + structured evaluation rubricsWorks beside the ATS you already useRubric scores tied to observed output
The cost of guessing is interviews
Resumes describe a career. They do not show how someone thinks through your work. Proof surfaces competency — working judgment, not claimed expertise — so weak fits leave before they burn recruiter hours and hiring-manager calendar.
Work product
How they think — on the page
You see judgment, writing, and prioritization in action. Pace varies by candidate; sessions have a time limit, not a fixed length.
Minutes
For a recruiter to act
Generate a simulation, send a link, and read a scored report — without another screening call.
No rip-and-replace
Keep your hiring stack
Proof AI sits in front of interviews. Your ATS and process stay in place.
Work-first hiring
- Candidates produce work that mirrors the role first
- You get scores, strengths, and gaps in one place
- Recruiters advance people who cleared a competency bar
- Interview calendars open for finalists with evidence
How Proof builds a trustworthy signal
No black box. Each step is grounded in the role you defined — so hiring managers see competency in how the candidate works, not a claim of expertise.
- 01
Start from the role
You provide the company context, job description, and the competencies that matter for this hire.
→ The bar is yours — not a generic quiz bank.
- 02
Proof builds the simulation
It extracts required skills from the brief, designs multi-phase work that mirrors the job, and embeds authentic materials — emails, memos, tables, chats — on screen.
→ Candidates work from the same kind of artifacts they would see on day one.
- 03
The candidate does the work
You send a link. They complete written deliverables phase by phase in a focused assessment environment.
→ You see how they think and execute — not how they interview.
- 04
You review evidence
Output is scored against a structured competency rubric. Strengths, gaps, and a recommendation land in your dashboard.
→ You see how they think and work — signal for interviews, not a replacement.
Built to inform interviews — not replace them
Proof AI is a competency signal before the loop. It does not certify expertise, replace your ATS, or take the place of human judgment. It shows how a candidate thinks through work that looks like the role.
Materials that look like the job
Emails, reports, threads, and tables appear inside the assessment. Candidates work from what they see — not a vague prompt.
→ You watch how they use real artifacts under pressure.
Competency, not credentials
Phases ask for written work that reveals judgment, communication, and prioritization. Pace is individual — strong candidates finish sooner; a session time limit still applies.
→ Insight into how they work — not a substitute for interviews.
Scores you can defend
Uses frontier AI models combined with structured evaluation rubrics. Every competency score maps back to work the candidate produced.
→ Evidence to inform interviews — not replace them.