Early access — waitlist open
Hire on what they’ve solved.
Not where they’ve worked.
A reversed job board for remote hiring: people listed anonymously, each leading with a real problem they solved. Read the proof free — pay only to reach them.
Sourcing tools charge for access, not outcomes.
Deciding who can actually do the work is still entirely on you.
- 01
A job history isn’t a work sample
A resume hands you a title, a tenure, an employer. What you need to know is whether they can solve the problem you’re hiring for — and you can’t run a technical screen for everyone.
- 02
Outreach lands cold
Mass InMail gets ignored. Every meaningful conversation ends up painfully expensive.
- 03
Calls die on salary
Three rounds in, the expectation is double the budget. Everyone’s time, wasted.
A resume lists a job title. An achievement is a problem solved.
LinkedIn digitized the resume and wired a network to it. For most hiring that is still the right tool. Ours starts from a different field — the problem someone solved — and one kind of hiring: remote technical roles.
- What you read
- The problem, the approach, the result.
- A title, a tenure, a list of responsibilities.
- What you judge them on
- Work they actually did.
- Scope they were given.
- What a skill tag means
- Proven inside a piece of work.
- A word on a list.
- Comparing two people
- Side by side, same shape every time.
- No two laid out alike.
- Time to read one
- Longer. Every profile is a write-up.
- Seconds to skim.
- What the extra time buys
- Most of what a screening call would tell you.
- Enough to decide whether to call.
Browse the proof free. Pay to reach the person.
Find the proof, unlock the profile, reach the person. A credit buys their identity and an open line — not a promised reply — and you hire on the tools you already use.
Built around signal, not volume.
- Proof before you pay
- You read the full write-up of what someone actually solved before spending anything. Even a non-technical recruiter can judge it.
- Proof beats keywords
- No skill on a profile is a bare claim — it only counts where it’s proven, in an achievement, a project, or a presence item, and an achievement-proven skill outranks the same skill shown only in a project or a mention. Hire for thinking, not tooling.
- People who chose to be listed
- Everyone here opted in and is implicitly open. A freshness signal shows who’s current — no chasing profiles abandoned years ago.
- Salary upfront
- Expectations are visible on trial and paid plans, so you’re budget-qualified before the first message.
- Fairer by construction
- No name, photo, school, or employer to bias the call — you judge the work itself.
- Built for remote
- Everyone on the board works remotely. Filter by country and working time-zone overlap — the only geography that matters.
- One team workspace — at launch
- Saved profiles, conversations, and your unlock allowance pooled across the team, with duplicate-contact protection so you never double-tap the same person.
We don’t verify achievements — and we say so plainly.
What you get instead: specific, honest write-ups — the ones that mention real challenges read as credible, the polished-but-empty ones don’t — and the full problem, approach, and result to judge before you pay a cent.
Anonymity makes inflating a story pointless: there’s no logo or title to hide behind, and a fabricated story falls apart in the first conversation. You’re buying a qualified conversation, not a guarantee.
Questions, answered
How do I know these achievements are real?
We don’t verify them — and we say so plainly (see “The honest part” above). You read the full problem, approach, and result before you pay, and anonymity makes inflating a story pointless.
Do you have people outside engineering and product?
No. Every profession here is engineering, design, product, or closely adjacent — technical writing, analytics. Nothing in sales, marketing, finance, HR, or operations. Depth in one lane, not breadth across every kind of hire.
Do you cover onsite or hybrid roles?
No — remote only. A profile has no onsite or hybrid field at all, and the only geography we filter on is country and working-timezone overlap. For an in-office hire, a local board or an agency fits better.
Won’t a small base mean too few matches?
Precision matters more than size. Filter to the few who genuinely fit, unlock the best of them, and a handful of unlocks is enough for a hire. You never spend credits on irrelevant people.
Will people actually reply?
We won’t quote a response rate — but a credit buys more than a message: their identity (name, photo, and the links they chose) and an open channel, so you’re not stuck if they’re slow. The odds are structural, not sold: everyone here chose to be listed, pay-gated outreach never lands as a blast, and a “last active” signal shows who’s around before you spend.
What does it cost?
Pricing is set at launch and scales with the size of the talent base — we won’t charge more than the base is worth. Founding companies never pay more as we grow.
What about data privacy and compliance?
Anonymity is built into the data model — GDPR-first by design. Contact is platform-mediated and their emails are never exposed, so the data is only useful through the platform itself.
How do I get access now?
We’re onboarding companies gradually and hand-picking early partners. Join the waitlist and we’ll reach out when it’s your turn.
Hire the capability, not the title.
Leave your email — early partners are onboarded personally by me, Rafał Ciok (opens in a new tab), the founder. I'll reach out when it's your turn.
We’ll only email you when we’re ready for you. Privacy Policy
See the work for yourself
No account needed to look — every profile is anonymous until you unlock it.