For Employers

Hire Proven Capability

Post a scoped brief, review the work that comes back against your own milestones, and hire from candidates whose output you have already read.

Become an Employer Partner

The problem

Resumes tell. Portfolios show.

Early-career hiring runs on proxies: the name of an institution, a grade, a list of tools someone claims to know. None of it answers the question a hiring manager actually has — can this person take an ambiguous task, ask the right questions, and finish it to a standard we would ship.

Take-home tests are the usual patch, and they are a poor one: unpaid, invented, disconnected from your roadmap, and thrown away the moment they are graded.

Give people real work instead. You get output you can judge, and the work is useful to you either way.

How it works

Three steps, all on your terms

Write the brief

Describe a real piece of work, the milestones you want, and what a good outcome looks like. We help scope it so it fits a student team without needing your day-to-day supervision.

Review the work

Submissions arrive milestone by milestone. You review against your own criteria, leave written feedback, and approve or send it back — the same way you would with a junior hire.

Hire or re-engage

At the end you have named people, delivered work, and your own review notes. Make an offer, invite them back for the next brief, or simply keep the shortlist.

Engage

Ways to work with us

Pick the level of commitment that matches what you need this quarter.

ModelCommitmentWhat you getBest fit

Single brief

CommitmentOne scoped project and the review time to assess its milestones.

What you getDelivered work on a real task, plus your own notes on everyone who worked on it.

Best fitTeams testing the model before committing to a pipeline.

Talent Pipeline Partner

CommitmentA recurring set of briefs across the year and a named contact on our side.

What you getA continuously refreshed shortlist of candidates you have already reviewed.

Best fitEmployers who hire early-career talent every cycle.

Challenge Sponsor

CommitmentOne challenge statement, a prize or stipend, and judging time.

What you getMultiple competing approaches to a problem you care about, and campus visibility.

Best fitTeams that want breadth of ideas plus employer branding.

Workforce Development Partner

CommitmentLonger engagement covering skills definition and repeat cohorts.

What you getBriefs and learning modules shaped around the capabilities your roles actually need.

Best fitOrganisations with a persistent skills gap in specific functions.

Why it's better

What you gain

Less hiring risk

You have read the person's work and your own review notes before an offer is on the table, rather than inferring capability from a 45-minute interview.

Better candidate signal

Milestone-by-milestone delivery shows how someone handles feedback and ambiguity — the part a portfolio screenshot never captures.

Work you keep

Unlike a take-home test, the brief is a real task on your list. Even when nobody is hired, the output is yours.

Employer brand where it counts

Your name is attached to the brief students actually work on, not to a stand at a careers fair.