Why Proof-of-Skill?
A candidate can have relevant analytical ability without having credentials that earn a meaningful review. This venture seeks to make bounded work visible, not to certify people or remove reviewer judgment.
Origin and current evidence
Week 4 introduced an entry-level financial analyst task, two synthetic candidates and four human evaluator options. Its simulated review comparison was 49.2 vs. 17.5 minutes (~2.8×), not a real-world result. Week 9 later strengthened assistance and authorship disclosures.
Week 12 operationalizes Method Step 4: encode exactly what submitted evidence can support, what remains unknown, and what requires human judgment.
What we do not claim
No verified authorship, independent ability, employer adoption, increased candidate access, 10× advantage, automated ranking or hiring decision.
The real test ahead
Interview five real entry-level hiring decision-makers. Would any replace or materially shorten an existing assessment? Compare end-to-end effort, including candidate costs, against their current process.
Hypothesized buyer: hiring employers or talent teams. Actual willingness to pay and business model are unvalidated. Google sign-in does not verify who authored the underlying work sample.