Independence
One company wants people who decide alone.
They hire for ownership — candidates who can move without waiting for a committee.
Proof AI
Your way, the only way.
Turn your company’s definition of a great hire into an objective way to evaluate candidates.
One free evaluation per account. Need more? See pricing.
Maya ChenScored against your definition of great
Your definition of a great hireCompany-defined competenciesRole-specific evaluationStructured evidence of performanceWorks beside the ATS you already use
Your definition of a great hireCompany-defined competenciesRole-specific evaluationStructured evidence of performanceWorks beside the ATS you already useYour definition of a great hireCompany-defined competenciesRole-specific evaluationStructured evidence of performanceWorks beside the ATS you already use
Every company has a different definition of great.
Two teams can hire for the same role and still value completely different qualities. Traditional hiring still leans on generic signals — resumes, interviews, standardized assessments, past experience. Those methods are useful. They just don’t always capture how your company defines excellent performance.
Communication
Another wants people who can write and align a room.
Clarity under pressure matters more than raw technical speed.
Analysis
A third cares most about how someone thinks with incomplete data.
The work is judgment on messy numbers, not a polished interview story.
Judgment
Others prize speed, creativity, or attention to detail.
Same title on the job board. Completely different definition of excellent.
Don’t just ask candidates if they can do the work.
Give them the work.
Proof can place candidates into realistic situations relevant to the position so you can observe how they actually perform — not how they describe themselves. Work simulations are the mechanism. Your definition of a great hire is the point.
Not a generic test
The evaluation is designed around the expectations of the role and how your company defines strong performance.
Observe the work
See how candidates communicate, solve problems, prioritize, make decisions, and handle ambiguity — in situations that look like the job.
Your bar, on the page
Materials, deliverables, and scoring map back to the competencies you named. This is evidence, not a personality quiz.
Proof AI · Role evaluation
Example role · Sales
Phase 1/3
Research
Prioritize accounts from the sector report
Inbox · Email
Re: Q3 Sector Report — prioritize accounts
From: jordan.lee@northline.io
Use the sector report on-screen. Rank five mid-market accounts and flag who to call first this week.
Internal memo
Q3 Sector Report · Healthcare SaaS
- Win rate 32% in healthcare vs 21% overall
- Best ACV in 50–200 seat accounts ($48k)
- Top objection: budget freeze until October
Your deliverable
Ranked account list + first call
An extra layer of evidence — not a replacement for hiring
Resumes and interviews still matter. Proof sits alongside them so decisions are grounded in how candidates perform against the standards your company actually uses.
With Proof
- Company-defined competencies for this role
- A role-specific evaluation, not a generic screen
- Realistic work that looks like the job
- Structured evidence of candidate performance
- An additional layer beside resumes and interviews