Stop burning eng time on candidates who cannot do the work
Lean hiring teams at startups and Series A companies use TalentProof to filter async before live screens: one intake link per role, your recruiter or HM call in the middle, proctored verification after.
The lean hiring trap
- Application volume spiked, including AI-polished resumes and bots.
- Founders and engineers still take live screens that go nowhere.
- Take-home loops are slow, unproctored, and easy to game with AI.
- You do not have a 10-person recruiting ops team to read every resume.
Fit for teams without a big HR stack
- 1
Create role in TalentProof
JD, assessment, and optional pre-screening in ~15 minutes.
- 2
Share the job page link
Post on LinkedIn, email, or your careers page wherever candidates apply today.
- 3
Review and advance in TalentProof
Intake funnel, pipeline stages, proctored verify, and verified scorecards on the job dashboard.
Built for speed and proof
Publish in ~15 minutes
Your verbal screen stays
Verified scorecard for the shortlist
We do not have an ATS. Can we use TalentProof end to end?
Yes for verified intake on a role: job page, apply, filter, pipeline, proctored assessment, and scorecard ship today. You still schedule live interviews and run compliance (background checks, offer paperwork) outside TalentProof. Many lean teams start here and add Greenhouse or Ashby later.
We use Greenhouse, Ashby, and Lever — do we switch?
No. Post the TalentProof job page link on Greenhouse, Ashby, Lever, LinkedIn, or your careers page. Review and verify in TalentProof; mirror the scorecard into your ATS when you advance. We sit in front of live interview time, beside your ATS.
No applicants yet. Just drafting a req.
Start with a demo or sample scorecard to see what your team sees after someone applies. Pilot when you go live.
Related
See it on your terms
Try the intake preview builder, book a demo walkthrough, or publish your first role free.